Jobs for People with MS: National MS Society

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. Two (2) years of experience advising mid to high-level management. Experience with providing guidance and consultative services to senior leadership, as well as implementing HR protocols and compliance. Experience in liaising with employee relations matters. Experience with Applicant Tracking Systems and proficiency in Microsoft Office Suite.

Preferred Qualifications:

Advanced degree (foreign equivalent or higher). Professional HR certification (i.e., SHRM-SCP, SHRM-CP, HRCI, or PHR/SPHR). Six (6) years of full-time experience in human resources. HR experience in a unionized workplace. Experience as an HR generalist or HR business partner. One (1) year of supervisory experience. Experience working with Human Resources Information System (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.

Brief Description of Duties:

The HR Business Partner (HRBP) is responsible for managing a broad range of human resources and faculty affairs functions in support of the School/Division's mission to deliver innovative, world-class service to the Stony Brook community and beyond. This position will serve as the primary HR liaison to the Division 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 trainings to leadership, supervisors, employees, and contracted staff in alignment with the Division's organizational goals and compliance with the 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 in a culturally diverse community.

The HR Business Partner must be able 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 driven with a positive view and exceptional work ethic.

Workforce Planning

Work with leadership in evaluating human capital and talent management needs.

Administer faculty and staff recognition programs and initiatives, including special designations such as professor emeritus and endowed chair, and the appointment and promotion of volunteer faculty.

Develop expertise in SUNY professional and academic rank 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 various 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.

Work 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 Recruitment and Talent Acquisition Team to ensure effective and timely recruiting, hiring, and onboarding of employees.

Collaborate with SBU HRS Recruiting and Talent Acquisition Team, and external recruiting agencies, while developing expertise in competitively recruiting renowned faculty and staff.

Work with Central HR to identify approaches and strategies for sourcing candidates, developing external and leveraging internal talent pipelines, and communicating and promoting Stony Brook's employee value proposition and employer brand.

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 faculty and 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, including delivering training programs.

Manage a budget for recruitment advertisements for faculty and staff hires.

Employee Trainings

Create and manage division/school-wide orientation and onboarding workshops to successfully integrate new employees into the organization and work culture.

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.

Employee Relations

Manage Tier 1 employee relations issues for the division/college.

Ensure ongoing communication with leadership, supervisors, and respective employees to strengthen the employer-employee relationship.

Develop and coordinate staff and faculty annual evaluations, counseling, conflict resolutions, and consultation of the university ombuds and Central HR as appropriate.

Identify resolutions of workplace issues and conflicts.

Maintain positive relationships through proactive communication with key leaders, stakeholders, and campus partners.

Collaborate with Central HR to inform and administer employee engagement and satisfaction surveys and efforts.

Provide guidance and advice to managers and supervisors on employee coaching and counseling.

Provide performance management guidance and support.

Conduct exit and stay interviews.

Maintain communications with the Employee Labor Relations office to develop management responses to employee issues and interpretations of labor union contracts.

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 as they pertain to division human resources management.

Other duties or projects as assigned as appropriate to rank and departmental mission.

Special Notes:
This is a Management Confidential position. 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.

If you need a disability-related accommodation, please call the university Office of Equity and Access (OEA) at (631) 632-6280 or visit OEA.

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