HUMAN RESOURCES BUSINESS PARTNER, Human Resources

The HR Business Partner (HRBP) serves as a strategic advisor and primary point of contact for designated departments within Boston University. The HRBP provides consultative guidance to managers, HR liaisons, and employees on a wide range of employee relations and employment matters. The role is responsible for ensuring consistent application of university policies, collective bargaining agreements, and legal requirements while mitigating organizational risk.

 

The HRBP works within the Employee & Labor Relations unit, alongside other HR business units and university leadership to support effective workplace practices and organizational success, as well as to support the University in providing transformative employee experiences in a caring and collaborative community.

 

1. Employee & Labor Relations

• Provide daily strategic consultation to managers and HR liaisons on employee relations matters, including performance management, investigations, discipline, reorganizations, separations, and all other aspects of employment.
• Conduct or support workplace investigations and recommend appropriate corrective action, if any, and next steps.
• Work collaboratively with all critical partners, including EOO, OGC, school and college leadership, and HR Liaisons across academic and business units.
• Ensure consistent interpretation and application of policies, procedures, and collective bargaining agreements.
• Help to improve business processes and create greater efficiency and be able to work at scale.

 

2. Manager & Leadership Advising 

• Advise managers on performance management, employee engagement, and workplace best practices
• Provide guidance on conflict resolution and handling employee complaints
• Support organizational leaders in workforce planning, restructuring, and change management efforts

 

3. Policy Interpretation & Compliance

• Interpreting and applying university policies, employment laws, and contractual obligations
• Work to support compliance with employment and labor laws. 
• Support resolution of complaints and internal grievance processes

 

4. Strategic HR Partnership

• Partner with departments to align HR strategies with operational and institutional priorities
• Identify trends and recommend proactive solutions to improve organizational effectiveness
• Support implementation of university-wide HR initiatives

 

5. Collaboration & HR Program Support 

• Collaborate with other HR business units and partners (Talent Acquisition, Compensation, OD&L, HRIS, HR Service Center, BU Children’s Center, and Faculty & Staff Assistance Office, Office of the Ombuds, and Community & Inclusion)
• Support implementation of HR programs, communications, and projects across assigned client groups

 

Supervision Received:

Works under general direction with appropriate latitude to exercise high quality independent judgment on employee relations matters so long as such judgment in consistent with University policies, procedures, and best practices.

 

Supervision Exercised:

None (may provide guidance and mentorship to HR liaisons or junior staff as appropriate) but work is in an advisory capacity.