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Job Details

Skills

HR BUSINESS PARTNER
HRBP
HUMAN RESOURCES BUSINESS PARTNER
EMPLOYEE RELATIONS ADVISOR
EMPLOYEE RELATIONS SPECIALIST
EMPLOYEE RELATIONS MANAGER
HR MANAGER
HUMAN RESOURCES MANAGER
UNION
UNIONS
LABOR RELATIONS
BARGAINING UNIT
COLLECTIVE BARGAINING
CBA
EMPLOYEE RELATIONS
INVESTIGATION
INVESTIGATIONS
GRIEVANCE
GRIEVANCES
COMPENSATION
PERFORMANCE MANAGEMENT
CHANGE MANAGEMENT
HRIS

Summary

Description

JOB PURPOSE:

Strategically guide and provide consultation to employees and managers on general and specialized fundamental and moderately complex HR issues, including advising on and interpreting matters not clearly defined in existing HR policies, practices, and processes. Facilitate and lead implementation of HR programming for school/unit. Leverage knowledge of organizational development, strategy, and goals to suggest efficiencies and process improvement opportunities. Provide guidance and mentorship to junior HR team members. May serve as a team or project lead on school/unit HR initiatives.

This position is 50% operational and 50% consultative.

Core Duties

Change Management: May support senior HR leadership with local and university-wide change management efforts (stakeholder analysis, measures of success, risk assessment, implementation, monitoring).
Compensation: Consult with managers on fundamental and moderately complex compensation-related matters (salary actions, bonuses, and supplemental pay, assignment of employees to job titles), consulting with more senior HR team members and/or central compensation team on highly complex matters as needed. Administer the area's salary planning program to meet school/unit and university guidelines. Provide consultation to managers on how performance ratings translate to compensation decisions. May assist with the development of incentive plans.
Disability and Leaves / Worker's Comp: Consult with managers on fundamental and moderately complex disability/leave and workers' compensation matters (eligibility, process, accommodations), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. Educate and train managers to meet the university's guidelines. Advise managers on interim staffing plans resulting from team member absences.
ELR: Consult with managers on fundamental and moderately complex employee labor relations matters (corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations). Consult with more senior HR team members or UHR-ELR on highly complex issues as needed. Educate and train managers to meet university guidelines.
Employee Engagement: Contribute to the development of surveys and initiatives to assess and support a positive work environment for employees and managers. Analyze resulting survey data and provide recommendations to senior leaders. Consult with more senior HR team members or subject matter experts in developing, implementing, and monitoring action plans. Educate and train managers on creating and sustaining a positive work environment for their teams.
HRIS/People Analytics: Support fundamental and moderately complex functions and record retention. Generate and explain standard and specialized reports (turnover, movement, accrual usage, etc.) to managers regarding their teams, utilizing human resources expertise to provide analysis and recommendations. Consult with more senior HR team members or subject matter experts on highly complex matters as needed. Educate and train managers on understanding, interpreting, and applying available reports.
Performance Management: Consult with managers on fundamental and moderately complex performance management matters (setting expectations and goals, regular check-ins, developing positive performance/behaviors, conducting annual reviews), consulting with more senior HR team members or subject matter experts on highly complex issues as needed. Educate and train managers on best practices to foster strong performance and meet university guidelines.
Talent Acquisition: Consult with managers on fundamental and moderately complex talent acquisition matters (creating job postings, determining job-specific competencies, interviewing tools & techniques, candidate selecting & onboarding), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. Analyze candidate data and collaborate with more senior HR team members on overall recruitment strategy. Educate and train managers to foster a positive candidate experience and meet university guidelines. May oversee the school/unit's onboarding and exit processes to ensure a smooth experience for employees.
Talent Development: Consult with managers and employees on fundamental and moderately complex talent development matters (aligning business goals with personal motivation & talents, promoting professional development opportunities, coaching/mentoring/networking), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. May contribute to the development of new, local professional development initiatives for managers and employees.
Transactions: Monitor accuracy of transactions completed by junior team members. Process complex transactions and train others as needed on a case-by-case basis.
May be responsible for the management of direct reports, including their recruitment, onboarding, development, compensation, and performance management. Guide direct reports in providing fundamental and moderately complex HR support and services to employees and managers in the school/unit.
May audit or review the work, and provide guidance to junior HR team members. May serve as a team or project lead on school/unit HR initiatives.
Maintain consistency with and support UHR and Company policies, procedures and requirements, and applicable local, state, and federal laws.
Facilitate initiatives to foster an inclusive workplace culture where all employees feel valued, respected, and empowered.
Address employee inquiries, workplace conflicts, conduct investigations and manage disciplinary action processes
Develop processes to communicate policy updates and educate community
Partner with Organizational Effectiveness to address morale, satisfaction and retention as needed
Primary point of contact for employees and leaders to raise concerns and support leaders when communicating change
Support updates to standard operating procedures and HR system implementation

Requirements

MINIMUM REQUIREMENTS:

Education & Experience: Bachelor's Degree and 6 years of relevant human resources experience or combination of education and relevant experience. Experience working as a HR Business Partner/Employee Relations Advisor in a bargaining unit environment strongly preferred.
Certifications and Licenses: SHRM-CP / PHR preferred. Experience implementing and testing HR systems. Bilingual (Spanish) preferred.
M-F 8-5pm
Labor relations (union) experience is a must, no exceptions

Employers have access to artificial intelligence language tools (“AI”) that help generate and enhance job descriptions and AI may have been used to create this description. The position description has been reviewed for accuracy and Dice believes it to correctly reflect the job opportunity.

Dice Id: talmn001
Position Id: 26-13158
Posted 11 hours ago

Company Info

About Talent Software Services, Inc

We pride ourselves in making sure that diversity in the workplace is at the forefront of our business. Our Founder, Dave Iacarella, is an Army Veteran who is committed to giving back to fellow Veterans. We are proud of our history of transitioning military Veterans into the workforce with companies that value their service. TALENT helps companies meet their veteran and diversity spend initiatives and requirements. We are committed to supporting veteran and diverse organizations.

Job Details

Skills

HR BUSINESS PARTNER
HRBP
HUMAN RESOURCES BUSINESS PARTNER
EMPLOYEE RELATIONS ADVISOR
EMPLOYEE RELATIONS SPECIALIST
EMPLOYEE RELATIONS MANAGER
HR MANAGER
HUMAN RESOURCES MANAGER
UNION
UNIONS
LABOR RELATIONS
BARGAINING UNIT
COLLECTIVE BARGAINING
CBA
EMPLOYEE RELATIONS
INVESTIGATION
INVESTIGATIONS
GRIEVANCE
GRIEVANCES
COMPENSATION
PERFORMANCE MANAGEMENT
CHANGE MANAGEMENT
HRIS

Summary

Description

JOB PURPOSE:

This position is 50% operational and 50% consultative.

Core Duties

Change Management: May support senior HR leadership with local and university-wide change management efforts (stakeholder analysis, measures of success, risk assessment, implementation, monitoring).
Compensation: Consult with managers on fundamental and moderately complex compensation-related matters (salary actions, bonuses, and supplemental pay, assignment of employees to job titles), consulting with more senior HR team members and/or central compensation team on highly complex matters as needed. Administer the area's salary planning program to meet school/unit and university guidelines. Provide consultation to managers on how performance ratings translate to compensation decisions. May assist with the development of incentive plans.
Disability and Leaves / Worker's Comp: Consult with managers on fundamental and moderately complex disability/leave and workers' compensation matters (eligibility, process, accommodations), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. Educate and train managers to meet the university's guidelines. Advise managers on interim staffing plans resulting from team member absences.
ELR: Consult with managers on fundamental and moderately complex employee labor relations matters (corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations). Consult with more senior HR team members or UHR-ELR on highly complex issues as needed. Educate and train managers to meet university guidelines.
Employee Engagement: Contribute to the development of surveys and initiatives to assess and support a positive work environment for employees and managers. Analyze resulting survey data and provide recommendations to senior leaders. Consult with more senior HR team members or subject matter experts in developing, implementing, and monitoring action plans. Educate and train managers on creating and sustaining a positive work environment for their teams.
HRIS/People Analytics: Support fundamental and moderately complex functions and record retention. Generate and explain standard and specialized reports (turnover, movement, accrual usage, etc.) to managers regarding their teams, utilizing human resources expertise to provide analysis and recommendations. Consult with more senior HR team members or subject matter experts on highly complex matters as needed. Educate and train managers on understanding, interpreting, and applying available reports.
Performance Management: Consult with managers on fundamental and moderately complex performance management matters (setting expectations and goals, regular check-ins, developing positive performance/behaviors, conducting annual reviews), consulting with more senior HR team members or subject matter experts on highly complex issues as needed. Educate and train managers on best practices to foster strong performance and meet university guidelines.
Talent Acquisition: Consult with managers on fundamental and moderately complex talent acquisition matters (creating job postings, determining job-specific competencies, interviewing tools & techniques, candidate selecting & onboarding), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. Analyze candidate data and collaborate with more senior HR team members on overall recruitment strategy. Educate and train managers to foster a positive candidate experience and meet university guidelines. May oversee the school/unit's onboarding and exit processes to ensure a smooth experience for employees.
Talent Development: Consult with managers and employees on fundamental and moderately complex talent development matters (aligning business goals with personal motivation & talents, promoting professional development opportunities, coaching/mentoring/networking), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. May contribute to the development of new, local professional development initiatives for managers and employees.
Transactions: Monitor accuracy of transactions completed by junior team members. Process complex transactions and train others as needed on a case-by-case basis.
May be responsible for the management of direct reports, including their recruitment, onboarding, development, compensation, and performance management. Guide direct reports in providing fundamental and moderately complex HR support and services to employees and managers in the school/unit.
May audit or review the work, and provide guidance to junior HR team members. May serve as a team or project lead on school/unit HR initiatives.
Maintain consistency with and support UHR and Company policies, procedures and requirements, and applicable local, state, and federal laws.
Facilitate initiatives to foster an inclusive workplace culture where all employees feel valued, respected, and empowered.
Address employee inquiries, workplace conflicts, conduct investigations and manage disciplinary action processes
Develop processes to communicate policy updates and educate community
Partner with Organizational Effectiveness to address morale, satisfaction and retention as needed
Primary point of contact for employees and leaders to raise concerns and support leaders when communicating change
Support updates to standard operating procedures and HR system implementation

Requirements

MINIMUM REQUIREMENTS:

Education & Experience: Bachelor's Degree and 6 years of relevant human resources experience or combination of education and relevant experience. Experience working as a HR Business Partner/Employee Relations Advisor in a bargaining unit environment strongly preferred.
Certifications and Licenses: SHRM-CP / PHR preferred. Experience implementing and testing HR systems. Bilingual (Spanish) preferred.
M-F 8-5pm
Labor relations (union) experience is a must, no exceptions

Dice Id: talmn001
Position Id: 26-13158
Posted 11 hours ago

Company Info

About Talent Software Services, Inc

Human Resources Specialist

Leawood, Kansas

•

11d ago

Duties: Senior Talent Acquisition Recruiter Onsite- Overland Park, KS - must reside within 50 miles and be in the office 5 days/week Contract Position ** Refer to notes on Supplier Call 9/16/2026 Sourcing: Utilize various recruiting tools and resources to source potential candidates, including social media, job boards, and professional networks Develop and implement sourcing strategies to attract top talent Build and maintain a network of potential candidates through proactive sourcing technique

Easy Apply

Contract, Third Party

$48.95 - $48.95

Human Resources Business Partner

Skills

Summary

Description

Core Duties

Requirements

Dice Job Match Score™

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Human Resources Business Partner

Talent Software Services, Inc

Job Details

Skills

Summary

Description

Core Duties

Requirements

Company Info

About Talent Software Services, Inc

Dice Job Match Score™

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