Designated HR Partner, Trulaske College of Business

The Robert J. Trulaske, Sr. College of Business Senior Human Resources Consultant serves as a strategic and trusted advisor, supports a dynamic culture and workforce, and pursues continuous improvement through knowledge, collaboration, and leadership. Reporting to the Dean of the Trulaske College of Business (TCoB) with accountability to the Associate Vice Chancellor for the Office of Human Resources (OHR), the role provides high quality, business-focused and strategic advice, guidance, and support to the goals and missions of TCoB and university-wide HR priorities. Duties include, but are not limited to:

Employee Relations: First line conflict resolution and investigations. Counsels leaders on job performance, compliance and university policy/practice matters. Advises leaders on corrective actions based on fact-finding and evaluation of risks associated with specific situations (e.g., disciplinary action, performance improvement plans, involuntary separations, etc.). Recommends and implements alternative courses of action. Plans, executes and advises leaders on transitions, layoffs, separations, and off-boarding. Proactively identifies and creatively problem solves to address complicated people-related issues. Partners with Employee and Labor Relations Center of Expertise (COE) and other institutional subject matter experts (SME).

HR Programs, Processes, and Policy Implementation: Advise leadership on applicable federal/state regulations and University Collected Rules and Regulations to improve policy literacy, ensure compliance, and mitigate risk. Identify and implement workflow changes and process improvements. Monitor, report on, and maintain accountability for HR metrics. Partners with institutional SMEs.

Employee Experience and Performance Management: Provides coaching to leaders to navigate team productivity challenges. Oversees annual performance review/appraisal process and facilitates calibration sessions. Trains and communicates with employees and leaders on the performance review process. Recommends training or professional development. Implements effective orientation and training to continually strengthen competencies necessary to achieve the college’s goals. Facilitates succession planning discussions to build talent pipelines. Monitors workforce trends and sentiment through available institutional pulse and exit surveys. Partners with Learning & Organizational Development COE.

Compensation and Classification: Conducts job audits, analysis, and Position Classification Questionnaires (PCQ). Develops position descriptions. Coaches leaders on and evaluates requests for pay changes due to reclassifications or other out of cycle pay changes. Educates leaders on compensation and classification architecture, regulations, institutional philosophy, and best practices. Proactively partners with Compensation COE to conduct market analysis.

Recruitment: Consults with and supports hiring authorities to enhance and streamline recruitment processes and to ensure equal employment opportunities. Implements an employee-centered onboarding experience. Maintains awareness of the needs of college employees to recommend and implement retention programs. Recommends attraction and selection improvements and best practices. Partners with Talent Acquisition COE.

Organizational Effecesstiven: Advises leadership on change management and organizational effectiveness opportunities, methods and tools. Identifies and implements culture transformation initiatives. Coordinates and oversees local execution of employee engagement and recognition initiatives (e.g., climate survey results and intervention strategy, real-time recognition). Demonstrates strong understanding of HR analytics; uses data to draw meaningful conclusions to drive workforce planning, decision-making, and outcomes. Proactively works with leadership and representative employee groups to promote employee engagement and cascade communications. Partners with Learning & Organizational Development COE. 

Workforce Planning and Design: Evaluate current and future staffing needs; coordinate with leadership and recruiters to develop a strategy/plan to mitigate issues or risks. Utilize data analytics to drive conversations with departments around forecasting and planning for staffing needs. Provide education, coaching, and counsel for leaders on organizational design methods, opportunities, and processes. Partner with the HRIS, Data Analytics, and Employee and Labor Relations COEs as appropriate.

As with all positions, involvement with other duties and responsibilities may be expected in order to support the mission and purpose of TCoB, OHR, and the broader University of Missouri.