HR Business Partner

Position Summary

The Human Resources Business Partner (HRBP) serves as a trusted strategic advisor and operational consultant to leaders across designated university client groups. In this role, the HRBP partners closely with leadership to weave Roberts Wesleyan University’s Christian faith-based culture into the daily employee experience, fostering a workplace where faculty and staff are empowered to pursue faithful, free, and full lives, where we learn to live, and where we equip our students to do the same. In addition to driving core HR operations for client units, the HRBP is accountable for one or more university-wide HR programs (e.g., Compensation & Classification, Talent Acquisition, Employee Engagement, or Talent Development), ensuring these institutional workflows reflect Roberts' mission, operational standards, and commitment to excellence.

• Mission Integration: Collaborate with client group leaders to integrate Roberts’ Christian faith-based identity and values into performance conversations, leadership development, workplace practices, and team culture• Leadership & Managerial Coaching: Advise vice presidents, deans, chairs, and supervisors on effective talent strategies, organizational structures, change management, and team dynamics, encouraging a culture of grace, accountability, and professional growth.
• Employee Experience & Student Impact: Help design workplace environments where staff and faculty thrive holistically, modeling life-long learning and purposeful living so employees can effectively mentor and guide students to do the same.
• Employee Relations & Conflict Resolution: Serve as a compassionate, objective consultant for employee concerns and workplace conflicts, applying biblically grounded principles of reconciliation alongside university policy and employment law.

• Functional Program Ownership: Serve as the enterprise owner and subject matter expert for assigned HR discipline(s) (such as Compensation, Talent Acquisition, Talent Development, or Employee Relations).
• Program Design & Execution: Develop, implement, and continuously improve institution-wide policies, frameworks, and operational workflows within the designated functional area(s). Program assignments to be designated upon hire based on university needs and candidate background.
• Cross-Campus Training & Delivery: Design and facilitate workshops, manager toolkits, and compliance training that align both with industry best practices and the university’s faith-integrated culture.

• Workforce Planning & Organizational Design: Partner with academic and administrative units on organizational design, position creation, job description development, and staffing models and analyses.
• Employee Lifecycle Management: Guide managers through onboarding frameworks, annual performance evaluations & improvement plans, retention strategies, and learning & development initiatives.
• Regulatory Compliance: Ensure client actions and HR programs comply with federal/state employment laws (FMLA, ADA, FLSA, Title VII) and university policies.