Sr HR Business Partner

Rochester, NY


As a strategic partner, aligns business objectives with employees and management in designated business unit (s). Serves as expert consultant to management on human resources related issues. Acts as an employee champion and change agent. Assesses and anticipates HR-related needs. Proactively communicates needs to HR department and business management to develop integrated solutions. Formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the business objectives of the organization. Maintains business literacy as it relates to the financial position, culture, business objectives and goals of designated business unit(s). Promotes the HR Experience through the HR Values of Respect, Integrity, Inclusion, Performance Excellence and Engagement. Consistently demonstrates the 15 HR Experience Behaviors categorized under the five dimensions of ‘One Inclusive Team, Performance Excellence, Leading with Integrity, The HR Experts and Valued Customer Resource.’


Under general direction and with latitude for independent judgment:

  • Applies professional human resources expertise in identifying solutions and delivering results that enable business execution. Identifies organizational needs, determines strategy as it pertains to learning/development and facilitates workforce planning and performance.

  • Integrates best practices to enhance the efficiency and effectiveness of the delivery of HR services to business units. Maintains relationships and collaborates with University Human Resources divisions such as Compensation, Benefits, Organization Development and Labor Relations to develop applicable solutions to business challenges.

  • Serves as a contributing member of the extended leadership management team (s) of designated business unit(s). Contributes to the development and execution of the overall business strategy by partnering with the business leaders to identify, prioritize and build organizational capabilities. Responsibilities span all aspects of HR to include: talent management and workforce planning, performance management, employee relations, organizational development, employee development, and succession planning.

  • Provides consultative decision support to management on complex leadership and HR issues which have the potential to create a competitive advantage for the business. Drives efforts to create and sustain a diverse and inclusive business culture. Builds and maintains effective working relations with management and employees to provide advice and counsel to both on employee-related and organizational matters.

  • Provides leadership for various Human Resources projects and initiatives by gathering, validating and evaluating data and relevant metrics to develop proposals and recommendations. Analyzes trends and partners with other HR organizations as appropriate, aligning institutional and HR goals and developing solutions, programs and policies.

  • Exercises professional expertise to lead or collaborate on projects and initiatives as needed. May supervise and/or coordinate the efforts of staff assigned on projects and initiatives.

  • Ensures compliance with various HR policies and procedures, laws, standards and government regulations for all assigned personnel; Provides professional knowledge and counsel based on experience; collaborates with clients to communicate and train staff at all levels on personnel policies and procedures; ensures the creation and maintenance of employee handbooks and policies and procedures manuals. Advises management on application of corrective disciplinary actions, organization policies, procedures and regulations, and other compliance related issues.

  • Develops, plans and implements organizational initiatives and events to reward and recognize employees.

  • Maintains in- depth knowledge of legal requirements related to day to day management of employees. Provides expert counsel to management in order to reduce legal risks and ensure regulatory compliance. Partners with legal counsel as needed/required.

  • Provides performance management guidance to line management (coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, increase productivity and retention. Manages and resolves complex employee relations issues, conducts effective, thorough and objective investigations.


Bachelors degree in Human Resources, Business Administration or equivalent and 5-7 years of relevant progressively responsible experience, preferably in the area of Human Resources; or an equivalent combination of education and experience. Masters degree preferred.

NOTE: This document describes typical duties and responsibilities and is not intended to limit management from assigning other work as required.

The University of Rochester is committed to fostering, cultivating, and preserving a culture of equity, diversity, and inclusion to advance the University’s mission to Learn, Discover, Heal, Create – and Make the World Ever Better. In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion/creed, sex, sexual orientation, citizenship status, or any other status protected by law. This commitment extends to the administration of our policies, admissions, employment, access, and recruitment of candidates from underrepresented populations, veterans, and persons with disabilities consistent with these values and government contractor Affirmative Action obligations.

How To Apply

All applicants must apply online.

EOE Minorities/Females/Protected Veterans/Disabled

Pay Range

Pay Range: $86,482 - $129,723 Annually

The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job’s compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

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Location: Central Administration
Full/Part Time: Full-Time