Position Title:

Senior HR Partner

Position Type:

Regular

Salary Range:

$69,600.00 - $81,850.00 annually; commensurate with experience

Pay Frequency:

Annual

A.   POSITION PURPOSE

Under general direction of the Director for Workforce Planning, the Senior HR Partner is responsible for the management, administration and consultative services in the areas of talent acquisition, staffing services, compensation, classification, employee relations and performance management.  This position ensures compliance with all local, state, federal laws, and company policies/procedures. 

These duties are performed in support of HR efforts to advance the University's mission, values and goals. This is a regular, full-time, exempt staff position. 

B.  ESSENTIAL DUTIES AND RESPONSIBILITIES 

1. Staffing services

• Manage full cycle recruitment for staff and temporary employees.
• Provide consultative services to hiring managers and department heads to develop specific recruiting strategies to meet hiring needs with emphasis on quality of hire.
• Educate hiring supervisors in resume review, interviewing and testing techniques, candidate selection, and reference checking.
• Train and develop search committee members on recruitment process and requirements. 
• Manage online applicant tracking system to ensure accurate record keeping for compliance.
• Provide information to candidates regarding SCU total compensation.
• Oversee, plan, and attend diversity job fairs for staff recruitment to ensure diverse applicant pools.
• Identify, develop, and utilize current and emerging technologies to enhance the effectiveness of employment processes. 
• Oversee and ensure appropriate documentation is maintained and accurate to generate reports as needed that monitor turnover, new requisitions, status of open positions and satisfaction levels of hiring supervisors, applicants and new hires. 
• Establish and maintain relationships with temporary staffing agencies and other vendors.
• Advise hiring managers of temporary staffing options during leaves or vacancies, including coordination of available resources.
• Provide guidance to employees with day to day HR questions and requirements.
• Draft and or provide guidance and make recommendations on position descriptions, in partnership with departments and approve them before posting.
• Educate supervisors, search committee members, and applicants on work authorization requirements. 
• Keep abreast of current federal and state regulations pertaining to work Visas. 
• Manage compliance with all applicable federal, state, and local legal regulations, including oversight of the collection and verification for eligibility to work (I-9). 

2. Consultation and collaboration with managers and employees

• Counsel Managers to ensure effective utilization of their human resources and enable them to establish and attain their objectives. 
• Identify areas where HR consultation and resources are needed to support department objectives.
• Facilitate meetings with management and employees to develop understanding regarding recruitment and compensation strategies and techniques.
• Build trust, acceptance, and support for decisions or action proposals.
• Internal consultant in departmental reorganization.
• Provide guidance to employees with day-to- day HR questions and requirements.
• Facilitate communication between Compensation Specialist and departments and track compensation requests to ensure timely responses.

3. Employee Relations 

• Function as primary point of contact for employees with employee relations issues.  Meet with employees, including individual contributors and managers, to synthesize issues.  Offer advice to employees on recommended courses of action, with support from the Director as needed.
• Advise employees on best practices and University policies for handling employee relations matters, with support from the Director as needed.
• Meet one-on-one with employees, listen to concerns and issues, ask relevant questions to gather information.
• Internally categorize type of issue and level of severity/priority.  Identify potentially discriminatory or harassment allegations – collaborate with Title IX Office as needed.
• Support the Director in the drafting and reviewing of performance improvement plans, disciplinary letters, and related documents.  Review performance reviews and offer feedback to supervisors with support from the Director as needed.
• Coordinate 309 complaints, ensure calendar deadlines and coordinate process for University responding parties.  
• Provide support to Assistant Director in the Labor Relations functions in coordination of meetings, response to grievances, and tracking of actions items

4. Compensation Guidance and Classification Services

• Provides guidance to managers and supervisors in the use and application of salary ranges and increase guidelines and job evaluation process.
• Counsel and advise department managers on best practices, compliance and interpretation of guidelines and policies. 
• Maintain knowledge base of current classification and compensation best practices.
• In collaboration with the Compensation Specialist, review job and market data to make decisions regarding equity reviews.
• Assist with the completion of annual compensation salary surveys in the areas of job matching and providing insight into job content and organizational functions.
• Provide consultative services to Salary Planners for the annual Merit Salary Increase program. Oversee data clean up and generation and distribution of merit letters. 
• In collaboration with the Compensation Specialist, propose salary recommendation and make incumbent classification decisions.
• Provide information and back-up support to the Compensation Specialist in the evaluation of new and existing positions to provide classification and compensation recommendations by utilizing internal and market data.

5. Performance Management

• Manage the annual employee performance evaluation process.
• Create and deliver formal performance planning workshops.
• Facilitate meetings with management and employees to develop understanding of the performance feedback process.
• Oversee collection, analysis, processing, and reporting of performance planning documents.
• Direct employees and supervisors to appropriate resources

6. Other Related Duties

• Join in the University community via committees, projects, and events.
• Develop and evaluate HR department policies, procedures, and systems with a goal of improving service, functionality and efficiency.
• Contribute as an active team member to the successful work and esprit de corps of the HR Department and the SCU Community
• Perform other duties as assigned

                   
C.   Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The items below are representative of the knowledge, skills, abilities, education, and experience required or preferred. 

This position requires the ability to effectively establish and maintain cooperative working relationships within a diverse multicultural environment.

1. Knowledge, Skills and Abilities

Knowledge

• Solid understanding of employment laws and their application to ensure University compliance.
• Computer literate in Microsoft Office and HRIS required, Workday preferred. 
• Knowledge of standard HR concepts, practices, procedures, and policy with the ability to use them in varied situations.

Skills

• Excellent oral and written communication skills to serve successfully as an internal  consultant in a diverse, multi-faceted organization. 
• Track record of discerning judgment, successful decision-making, creative problem-solving and innovative approaches to complex staffing challenges.
• Advanced research, data analysis and reporting skills.
• Strong counseling, coaching, conflict resolution skills and experience.
• Excellent public speaking skills with the ability to deliver and facilitate workshops, presentations, and meetings.

Abilities

• Ability to match applicant experience to position requirements.
• Demonstrated ability to successfully work with others to meet a common goal.
• Ability to exercise professional and courteous demeanor in responding to the public, including commitment to customer service, both internal and external to the department. 
• Demonstrated ability to meet project deadlines that have both long and short lead times.
• Flexibility working in an environment subject to changes in priorities.
• Ability to handle confidential information with sensitivity and discretion.
• Ability to lead and direct multiple collaborative project teams and groups both internal and external and across functional areas.
• Commitment to understand and support Santa Clara University's distinctive Jesuit educational vision.
• Willingness to model institutional values of competence, conscience and compassion in pursuit of its mission and goals.
• Ability to work as an effective, productive, and respectful team member 

2. Education and Experience

Required:

• Bachelor’s degree required or equivalent combination of education and experience. Five to six years of related work experience in various HR functions

Preferred: 

• SHRM-CP/SHRM-SCP Certificate or HRCI PHR/SPHR Certificate 
• Higher education professional work experience
• Experience with Workday or other HRIS System

D.   PHYSICAL DEMANDS
The physical demands described below are representative of those that must be met by an employee to successfully perform the essential functions of this job. In accordance with the Americans with Disabilities Act, as amended, the California Fair Employment & Housing Act, and all other applicable laws, SCU provides reasonable accommodations for qualified persons with disabilities.  A qualified individual is a person who meets skill, experience, education, or other requirements of the position, and who can perform the essential functions of the position with or without reasonable accommodation. 

• Considerable time is spent at a desk using a computer terminal.  
• May be required to travel to other buildings on the campus.
• May be required to attend conference and training sessions within Bay Area or in- or out-of-state locations.
• May be required to occasionally travel to outside customers, vendors or suppliers.
• Ability to lift and move moderately heavy objects, up to 25 pounds safely.

E.   WORK ENVIRONMENT

The work environment characteristics described below are representative of those an employee encounters while performing the essential functions of this job. 

• Typical office environment.
• Mostly indoor office environment with windows.
• Offices with equipment noise.
• Offices with frequent interruptions.
• Hiring Range:

EEO Statement

​Equal Opportunity/Notice of Nondiscrimination

Santa Clara University is an equal opportunity/equal access/affirmative action employer fully committed to achieving a diverse workforce and complies with all Federal and California State laws, regulations, and executive orders regarding non-discrimination and affirmative action. Applications from members of historically underrepresented groups are especially encouraged. For a complete copy of Santa Clara University’s equal opportunity and nondiscrimination policies, see https://www.scu.edu/title-ix/policies-reports/

Title IX of the Education Amendments of 1972

Santa Clara University does not discriminate in its employment practices or in its educational programs or activities on the basis of sex/gender, and prohibits retaliation against any person opposing discrimination or participating in any discrimination investigation or complaint process internally or externally. The Title IX Coordinator and Section 504 and ADA Coordinator is Jenna Elliott, Interim Director of Equal Opportunity and Title IX, 408-551-3043, jrelliot@scu.edu , www.scu.edu/title-ix. Inquiries can also be made to the Assistant Secretary of Education within the Office for Civil Rights (OCR). 

Clery Notice of Availability

Santa Clara University annually collects information about campus crimes and other reportable incidents in accordance with the federal Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act. To view the Santa Clara University report, please go to the Campus Safety Services website. To request a paper copy please call Campus Safety at (408) 554-4441. The report includes the type of crime, venue, and number of occurrences.

Americans with Disabilities Act

Santa Clara University affirms its' commitment to employ qualified individuals with disabilities within the workplace and to comply with the Americans with Disability Act. All applicants desiring an accommodation should contact the Department of Human Resources, and 408-554-5750 and request to speak to Indu Ahluwalia by phone at 408-554-5750 or by email at iahluwalia@scu.edu.

***When applying, please note that you saw the job posted on the NOVAworks Job Board. If you need help with your resumé, please see a NOVAworks Career Advisor.