Required Qualifications (as evidenced by an attached resume):Bachelor's degree (foreign equivalent or higher). Five (5) years of full-time, broad-based human resources experience. Experience with providing consultative services to senior leadership. Experience with implementing HR protocols and compliance. Experience in liaising employee relation matters. Experience with Applicant Tracking Systems. Preferred Qualifications:Advanced degree (foreign equivalent or higher). Two (2) years of full-time supervisory experience. Professional HR certification (i.e., SHRM-SCP, SHRM-CP, HRCI, or PHR/SPHR). Additional years of full-time, broad-based human resources experience. Experience as an HR generalist or HR business partner. Experience supervising human resources staff. Experience working with Human Resources Information Systems (HRIS). Knowledge of employment laws; including Title VII, Title IX, Family Medical Leave, Paid Family Leave, ADA, ADEA, AA/EEO, and etc. Experience in public sector employment and/or higher education, or within a large complex environment. Proficiency in Microsoft Office Suite. Experience working in an Oracle Cloud environment. As part of Our HR Story, we are transforming to better meet the needs of Stony Brook University's diverse and expanding workforce. This job posting is part of our ongoing talent pipeline for current and future HR Business Partner positions throughout our campus. These roles are central to our efforts to enhance HR services across the University, and successful candidates will contribute to the continued development of our HR systems, processes, and services. Brief Description of Duties:The HR Business Partner (HRBP) is responsible for managing a broad range of human resources personnel functions. This position will serve as the primary HR liaison to department/VP area, and will serve as a trusted partner to leaders and employees in providing consultative HR services and support. The incumbent serves as an extension of Central HR providing HR management, consultation, guidance, and training to leadership, supervisors, employees, and contracted staff in alignment with the University's organizational goals, and compliance with requirements of the State University of New York (SUNY) human resources policies and collective bargaining agreements. The role will provide clear insight and guidance regarding HR policies, best practices, and strategies for managing employee relations and complex HR issues with a culturally diverse community. The HR Business Partner must have the ability to manage/serve as the liaison for workplace conflicts, negotiate and influence the workforce, and work collaboratively on employee and labor relation matters. They will foster and establish a high-level moral core, integrity, accountability, and dedication to the values, mission, and vision of the Division. The HR business partner will be a highly collaborative problem solver with exceptional communication skills. They will be a driven individual with a positive view and exceptional work ethic.Workforce Planning
- Collaborate with leadership in evaluating human capital and talent management needs.
- Develop and Administer faculty and staff recognition programs and initiatives in collaboration with Central HR..
- Develop expertise in SUNY professional titles in the specialized area, unclassified service titles, classified service titles, and other service titles (i.e., college work study, consultants/contractors, graduate/teaching assistants, student assistants, volunteers, and special categories).
- Provide guidance and advice on organizational design.
- Develop, prepare, generate, and analyze reports for a variety of stakeholders.
- Provide guidance and consultation on remote and flexible work approaches and programs.
- Coordinate with Central HR and participate in HR meetings, effectively communicating information to stakeholders.
- Utilize metrics and establish key performance indicators to evaluate the progress of human resources management in meeting its performance objectives.
- Partner with Central HR to evaluate market data, equity, and other compensation practices.
- Maintain current reports on Division compensation structures (including temporary compensation) and evaluate competitive pay structures and salary equity.
- Working with Central HR, maintain up-to-date HR information including health insurance and benefits, and assist with communicating total rewards to employees.
Recruitment and Retention
- Collaborate with SBU HRS Talent Acquisition team to ensure effective and timely recruiting, hiring, and onboarding of employees, promoting Stony Brook's employee value proposition and employer brand.
- Collaborate with SBU Talent Acquisition Team, and external recruiting agencies, while developing expertise in competitively recruiting high quality candidates, including attending industry and local events.
- Collaborate with SBU Talent Acquisition to develop and implement diversity recruiting strategies and plans.
- Assist and guide hiring supervisors in completing staffing needs assessment and developing recruitment strategies, leveraging systems, researching job boards, and introducing/implementing best human resources practices for position management.
- Develop recruitment plans and outreach in conformity with SUNY AA/EEO regulations.
- Work with Central HR to craft and update position descriptions which convey the responsibilities of new positions and changes to existing positions. Regularly review and standardize duties that meet the Division's operational needs.
- Work with the Vice President or Dean and the division/college leadership team to develop and standardize professional offer letters.
- Coordinate and oversee candidate interviews and provide search committees and hiring managers with guidance on candidate evaluation, interviews, and candidate selection.
- Oversee and coordinate successful division/departmental orientation and onboarding programs and processes.
- Conduct regular check-ins with new employees during the first year of employment.
- Develop and maintain division's onboarding programs for employees and supervisors; work with supervisors to develop career plans for employees.
- Participate in the development and coordination of employee experience and appreciation initiatives in alignment with employee retention and engagement strategies and in partnership with key stakeholders.
- Collaborate with supervisors to ensure a strong performance management program. As necessary, review performance issues and develop performance improvement processes.
Employee Relations
- Manage Tier 1 employee relations issues for the division/college.
- Develop and Coordinate evaluations and counseling. Oversee the annual evaluation process, counseling, and conflict resolution in collaboration with university ombuds and Central HR.
- Execute exit and stay interviews to gather feedback and insights.
- Partner with Employee/Labor relations to development management responses and interpret union contracts.
Employee Trainings
- Create and manage division/school-wide orientation and onboarding workshops to successfully integrate new employees into the organization and work culture, as needed.
- Work with Central HR to conduct training needs assessments and inform training programs and content.
- Assist in the coordination and delivery of training programs.
- Ensure new supervisors and employees have completed needed supervisory training.
- Recommend managers and employees for emerging leaders and other training and development programs.
- Collaborate with Central HR to identify training needs and to provide training for employees to ensure they have the skills and competencies for success.
- Monitor to ensure that employees pursue needed training opportunities.
- Provide guidance and consultation to leaders and managers on employee engagement and culture strategies and initiatives.
- Develop and oversee employee retention strategies and programs.
HR Compliance
- Ensure compliance with annual performance programs, performance evaluations, and other required documents for employment.
- Work with departments to comply with university requirements, including conflict of interest policies and mandatory university-wide training.
- Maintain a repository of HR forms/provide guidance on on-line data collection required for human resources transactions.
- Provide HR compliance support and guidance to the Division.
- Work with the SBU Visa and Immigration Services to develop immigration requirements and documentation with timelines/tracking for international faculty.
Staff Supervision
- Responsible for the direction and supervision of staff.
Other duties or projects as assigned as appropriate to rank and departmental mission.
Special Notes: This is a full-time appointment. FLSA Exempt position, not eligible for the overtime provisions of the FLSA. Minimum salary threshold must be met to maintain FLSA exemption.For this position, we are unable to sponsor candidates for work visas.Resume/CV and cover letter should be included with the online application.
Stony Brook University is committed to excellence in diversity and the creation of an inclusive learning, and working environment. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, pregnancy, familial status, sexual orientation, gender identity or expression, age, disability, genetic information, veteran status and all other protected classes under federal or state laws.If you need a disability-related accommodation, please call the university Office of Equity and Access (OEA) at (631) ###-#### or visit OEA.In accordance with the Title II Crime Awareness and Security Act a copy of our crime statistics can be viewed here.Visit our
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