Senior HR Business Partner, President's and Provost's Divisions
Dartmouth College

Posting date:

11/01/2024

Yes

1000236

Senior HR Business Partner, President's and Provost's Divisions

People Practices

$143,500

$179,300

Not a Union Position

Not an SEIU Position

Exempt

Regular Full Time

12

40

M-F 8:00AM to 5:00PM

This position offers a hybrid work arrangement with an expectation to work onsite in Hanover, NH, part of the week and remotely for the remainder.

Hanover, NH 03755
7 Lebanon Street, Suite 203

This position offers a hybrid work arrangement with an expectation to work onsite in Hanover, NH, part of the week and remotely for the remainder.

Hybrid

No

na

No

The Senior HR Business Partner for the President's and Provost's Divisions initiates and implements strategic HR solutions in accordance with and in support of business needs as determined by the President, Provost, and other institutional officers. This position serves as the primary point of contact for the President's Division (including Finance) and the Provost's Division for HR strategy implementation, organizational design, and employee relations.
Broad areas of responsibility include employee relations and engagement, staff recruiting/hiring plans and execution, employee performance management and annual review processes, employee recognition and promotions, and department/staff reorganizations and HR data management. The Senior HR Business Partner partners with and supports the Executive Director in leading and serving the HR business partner community of practice.

Bachelors or equivalent combination of education and experience

• Eight or more years of human resources management experience (e.g., performing at a senior human resources generalist level or above) in higher education, health care, or in similarly complex organizations.
• Contemporary knowledge of human resources policies, practices, and laws.
• Ability to interact with others at all levels of the organization using tact and diplomacy, as well as the ability to balance the interests of multiple stakeholder groups.
• Initiative, sound judgment, and ability to set priorities.
• Ability to work independently and as part of a high-performing team.
• Ability and interest in mentoring junior colleagues.
• Strong organizational skills and attention to detail.
• Excellent verbal and written communication skills.
• Demonstrated commitment to diversity, inclusion, and cultural awareness.
• Demonstrated ability managing highly confidential and sensitive information.

• HR certification (SHRM-CP, SHRM-SCP, PHR or SPHR).

Tye Deines

603-646-1027

Tye Deines, Executive Director, People Practices

646-1027

Dartmouth College is an equal opportunity/affirmative action employer with a strong commitment to diversity and inclusion. We prohibit discrimination on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity or expression, disability, veteran status, marital status, or any other legally protected status. Applications by members of all underrepresented groups are encouraged.

Employment in this position is contingent upon consent to and successful completion of a pre-employment background check, which may include a criminal background check, reference checks, verification of work history, conduct review, and verification of any required academic credentials, licenses, and/or certifications, with results acceptable to Dartmouth College. A criminal conviction will not automatically disqualify an applicant from employment. Background check information will be used in a confidential, non-discriminatory manner consistent with state and federal law.

Not an essential function

Dartmouth College has a Tobacco-Free Policy. Smoking and the use of tobacco-based products (including smokeless tobacco) are prohibited in all facilities, grounds, vehicles or other areas owned, operated or occupied by Dartmouth College with no exceptions. For details, please see our policy. https://policies.dartmouth.edu/policy/tobacco-free-policy

In addition to your résumé, please provide a cover letter that is no longer than two pages. In your letter, please incorporate responses to the following questions:

1. Explain why you are interested in this role and why now. If you have not worked in higher education, also describe your interest in working at a college/university and the qualifications you believe prepare you to transition into this field.
2. Describe a significant initiative or project you conceptualized, developed, and implemented that made a positive and lasting difference at your current or a previous organization.
3. Share an example of complex employee relations matter you handled. What steps did you take to resolve this matter, and what did you learn from the experience?

https://searchjobs.dartmouth.edu/postings/76392

General Human Resources

• Provides guidance and interpretation of human resource policies and procedures to ensure compliance with Dartmouth policies, and federal and state employment laws.
• Works closely with President's and Provost's divisional leadership to ensure a consistent and shared understanding and interpretation of human resources policies for their client groups, including engaging with senior leaders and managers to navigate and resolve complex issues.
• Manages client group annual staff performance review process, overseeing the process for engagement and compliance, and providing guidance and coaching to supervisors and staff.
• Provides oversight and direction for all Dartmouth Online Recruitment and Reporting (DORR) and Payroll Authorization Smart Form (PASF) staff actions.
• Serves as primary liaison between the Office of Human Resources and client group leadership.
• Works in collaboration with the Dartmouth Office of Visa and Immigration Services (OVIS) and the hiring departments for staff immigration matters, including new non-domestic staff hires, visa-extension requests, etc.
• Develops, prepares, generates, and analyzes ongoing and ad-hoc special reports pertaining to personnel information and data in support of client group operations.
• Serves as a champion for diversity, equity and inclusion efforts for staff employees and related employee programs across client groups, and Dartmouth, more broadly.

30%

Employee and Labor Relations

• Guides client group communities on the fair, consistent, and respectful treatment of all employees. Provides coaching and support to senior leaders, managers, and employees in support of performance management and performance improvement activities.
• Supports the Executive Director in handling or co-managing escalated and cross-divisional employee relations matters, including matters that have been escalated by other HR business partners. Conducts and co-conducts workplace investigations in other college divisions.
• Engages with the HR leadership and the Office of General Counsel on legal and sensitive matters.
• Provides coaching and support to managers as needed to develop and implement performance improvement plans and other disciplinary action.
• Serves as sounding board and consultant to managers, helping them develop into stronger leaders and supervisors.

30%

Recruitment and Onboarding

• Provides oversight and counsel to client group hiring managers/departments throughout the entire recruitment cycle for all exempt and non-exempt staff, which may include working with executive search firms in partnership with Talent Acquisition team members.
• Partners with client groups to provide guidance on recruiting experiences and best practices, and participates on staff and leadership search committees, as requested.
• Leads efforts across client groups to provide a robust and consistent on-boarding (and off-boarding) process for staff and key leadership hires.

20%

Staff Development

• Ensures professional development opportunities are curated or shared with client group staff, to create a vibrant environment where continuous improvement is encouraged.
• Assesses and advises supervisors, managers, and employees on position reclassification and equity reviews and area/department reorganization processes.
• Designs and delivers supervisor training programs in partnership with Learning & Development team members.
• Fosters respectful communication and collaboration within a diverse community.

10%

Communication

• Serves as the primary point of contact to a wide range of internal and external constituencies regarding Human Resources; serves as a reference on client group policies and procedures.
• Regularly handles confidential or sensitive information, and exercises discretion concerning its disposition.

10%

Demonstrates a commitment to diversity, inclusion, and cultural awareness through actions, interactions, and communications with others.

Performs other duties as assigned