Sr HR Business Partner

Department: Office of Human Resources
Salary/Grade: EXS/11

Summary

The Senior Human Resources Business Partner provides strategic HR leadership and employee relations guidance to a portfolio of schools, units, and departments across Northwestern's Evanston and Chicago campuses. As a subject matter expert, the Sr. HRBP navigates complex employee and labor relations matters throughout the employee lifecycle, interprets University policies, advises on implementation, and recommends improvements when necessary. They may also support labor relations by interpreting collective bargaining agreements, resolving grievances, and participating in negotiations.

The Sr. HRBP skillfully triages workplace issues, employee complaints, and policy violations, determining appropriate resolution paths through counsel, investigations, training initiatives, or referrals to specialized University offices. They maintain strong collaborative relationships with the Office of General Counsel, Office of Civil Rights & Title IX Compliance, Risk Management, Behavioral Consulting Team, and other University departments.

As a strategic advisor, the Sr. HRBP influences client leadership teams on HR strategy implementation, talent management, performance improvement, employee communications, and change initiatives. They build effective relationships at all levels within their client organizations, offering tailored guidance and support. Utilizing deep HR expertise, they leverage data to diagnose organizational needs and thoughtfully engage HR Centers of Expertise to develop customized solutions. The Sr. HRBP works closely with colleagues in Talent Acquisition, Compensation, Talent Development, Benefits, Payroll, and Operations & Analytics to achieve outcomes aligned with Northwestern's mission and priorities.

Additionally, the Sr. HRBP actively contributes to University-wide HR initiatives and may represent HR on institutional committees.

Responsibilities include, but are not limited to:

Employee Relations

• Manages and provides consultation for employee relations matters including, but not limited to, performance management, conduct issues, termination review and facilitation, navigating complicated leave issues, layoffs and reductions in force, and other complex workplace matters
• Provides advice to managers/directors and staff as appropriate to help resolve conflicts
• Reviews employee complaints and reports of policy violations; determines appropriate University response
• Conducts workplace investigations, prepares reports, and provides recommendations based on the findings
• Maintains knowledge about University policy and resources; provides referrals as appropriate
• Reviews and analyzes trends; recommends systemic changes, training, and other solutions.
• Clarifies and interprets human resources policies and collective bargaining agreements
• Facilitates communication among employees and managers; guides leadership and employees on problem solving and dispute resolution
• Identifies when other HR centers of excellence or University offices should be consulted or notified and proceeds accordingly
• Maintains current knowledge of HR best practices and federal/state/local employment and labor laws

Strategic Human Resources Leadership and Guidance:

• Leverages data and expertise to guide and influence client leadership teams on employee engagement, retention, and other relevant matters
• Leads the design, development, implementation, integration, and assessment of HR initiatives including organizational change, organizational analysis, communication planning, and restructures.
• Diagnoses root causes for client organizational challenges/dynamics and delivers strategic solutions that improve situation and culture.
• Collaborates with and appropriately leverages HR Centers of Expertise in Talent Acquisition, Compensation, Talent Development, Benefits, Payroll, Operations & Analytics to develop customized and well-rounded HR solutions
• Provides coaching to managers to increase their leadership effectiveness
• Identifies client training needs and partner withs HR Centers of Expertise to provide necessary training
• Serves as consultant to departmental leaders on organizational needs and designs/ facilitates workshops and team development interventions.
• Provides guidance and advises clients through the Performance Excellence process, Northwestern's performance management program

This is a hybrid remote/on-site role that will report to the Evanston campus approximately.

Qualifications

• Bachelor's degree with 10+ years of experience in human resources or a master's degree with 7+ years of experience in human resources.
• 5+ years of demonstrated employee relations experience in a complex organization.
• Labor relations experience preferred.
• Expertise in human resources administration, policies, practices and employment law is required.
• Demonstrated experience analyzing synthesizing needs and implementing relevant programs and policies.
• Demonstrated facilitation experience.

Minimum Competencies

• Relationship management skills
• Strong written communication skills
• Knowledge of organizational development theory and practices is necessary.
• Excellent interpersonal communication and presentation skills to a variety of audiences are essential.
• Proficiency with MS Suite
  
  

Target hiring range for this position will be between $115,000 - $125,000 per year. Offered salary will be determined by the applicant's education, experience, knowledge, skills and abilities, as well as internal equity and alignment with market data.

Northwestern University is an Equal Opportunity Employer and does not discriminate on the basis of protected characteristics, including disability and veteran status. View Northwestern's non-discrimination statement. Job applicants who wish to request an accommodation in the application or hiring process should contact the Office of Civil Rights and Title IX Compliance. View additional information on the accommodations process.