Human Resource Business Partner 1

Position Summary

The Human Resources Business Partner I (HRBP I) serves as a strategic partner in talent acquisition and workforce communications for the College. This position manages full-cycle recruitment, applicant tracking system (ATS) administration and reporting, talent sourcing, employer branding, and candidate and employee communications in support of the College’s workforce goals.

The HRBP I collaborates with hiring managers, Human Resources leadership, and cross-functional stakeholders to develop and implement equitable, data-informed, and customer-focused recruitment strategies that attract, engage, and retain diverse talent. The role balances strategic consultation with hands-on recruitment execution while ensuring compliance with employment laws, institutional policies, and higher education best practices.

Using ATS analytics, recruitment metrics, labor market data, and reporting tools, the HRBP I evaluates recruitment effectiveness, identifies trends, improves hiring outcomes, and supports workforce planning initiatives. This position also contributes to continuous process improvements that enhance the applicant and hiring manager experience.

The HRBP I maintains a strong understanding of departmental goals, workforce needs, organizational structure, and staffing priorities, and supports initiatives that strengthen organizational culture, employee engagement, and recruitment effectiveness.

This position requires a flexible work schedule, including occasional evenings, travel, community outreach events, and job fairs.

Duties & Responsibilities

Communications and Employer Branding

• Assist the Talent Acquisition (TA) Manager in developing and maintaining consistent HR communications for hiring supervisors.
• Support HR leadership with presentations and communication materials related to key HR initiatives and information.
• Assist in developing, implementing, evaluating, and maintaining employer branding initiatives that position the College as an employer of choice locally and within the higher education community.
• Manage social media and other talent attraction, engagement, and retention platforms.

Talent Acquisition and Recruitment

• Manage recruitment activities in NEOED and source talent through community outreach, LinkedIn, and other recruiting channels.
• Serve as a subject matter expert on recruiting and hiring laws, policies, procedures, industry standards, customer service practices, and recruitment metrics.
• Maintain accurate, compliant, and timely recruitment records within the ATS, including candidate workflows, requisition management, dispositioning, and hiring documentation.
• Partner with HRBPs and business units to understand workforce needs and recommend effective talent strategies.
• Collaborate with hiring managers to assess position requirements, organizational needs, and future workforce planning initiatives.
• Develop diverse candidate pipelines using cost-effective sourcing strategies, including job boards, networking, resume mining, social media, and job fairs.
• Pre-screen candidates and recommend qualified applicants to hiring managers based on position requirements and competencies.
• Guide and educate hiring managers throughout the recruitment and hiring process while maintaining strong working relationships.
• Provide proactive recruitment support and identify opportunities for continuous process improvement.
• Partner with Compensation and Classification to ensure positions are appropriately classified and salary parameters are established prior to recruitment.
• Conduct job offers for staff and administrator positions.
• Assist in training related to negotiation and job offer processes.

Analytics, Systems, and Compliance

• Utilize ATS dashboards, reporting tools, and platforms such as Microsoft Power BI to support workforce analytics and operational decision-making.
• Monitor recruitment KPIs and recommend process improvements based on data analysis and industry benchmarks.
• Support ATS optimization efforts, including workflow enhancements, user training, system testing, and process documentation.
• Ensure recruitment records and reporting practices comply with institutional policies, audit standards, and data integrity requirements.

This description is not intended to be an exhaustive list of all responsibilities and duties.

Our Investment in Your Success

Within 12 months of hire, you will:

• Obtain or possess a PHR or SHRM-CP certification.
• Demonstrate proficiency in:
  • NEOED reporting and ATS administration
  • Recruitment analytics and workforce metrics
  • Microsoft Power BI and HR data visualization
  • Professional business writing and customer service
  • Higher education recruitment practices and employment compliance

Job Requirements/Qualifications

• Bachelor’s degree in Human Resources or a closely related field of study and
• Three to five years of related experience in human resources

or 

•  An equivalent combination of certification, education and experience sufficient to successfully perform the essential duties of the job such as those listed above

Preferred:

• Master’s degree in Human Resources or a closely related field of study
• Five to eight years of related experience in human resources and employee relations
• Experience utilizing Applicant Tracking Systems (ATS) and recruitment reporting platforms
• Experience with NEOED, NeoGov, Workday, PeopleAdmin, or similar ATS platforms
• Experience creating dashboards and analytics reports using Microsoft Power BI or similar tools
• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR

Knowledge, Skills and Abilities

Ability to meet recruitment timelines, hiring goals, and service expectations while utilizing measurable recruitment metrics and analytics

Strong analytical and reporting skills with the ability to interpret workforce data and translate findings into actionable recommendations

Knowledge of Applicant Tracking Systems, recruitment technologies, and data management best practices

Communication: exceptional presentation, facilitation, written, and verbal communication skills with demonstrated ability to deliver compelling messaging for diverse audiences and drive groups to consensus and outcomes

Display a growth, learning mindset, and is ready to promote new ideas and situations

regularly

Ability to shift seamlessly between strategy and execution. 

Ability to quickly build trusting relationships to provide practical, as well as visionary, solutions, and services. 

Ability to be part of a cross-functional team and work effectively at all levels of the organization

Knowledge of and ability to utilize emotional intelligence and situational awareness to adapt approach, build credibility and confidence

Experience in higher education, public sector, or complex multi-department organizations

Customer-focused, proven track record of building credibility and influence within the business and across HR specialties

Strong understanding/ application of change management strategies and process excellence principles