Boynton Health Jobs (NOW HIRING)

Position Summary

The HR Business Partner serves as the primary Human Resources partner for assigned Boynton Health, https://boynton.umn.edu/, departments, providing strategic and operational HR support across the employee lifecycle. This position partners with leaders to enhance organizational effectiveness through employee and labor relations, workforce planning, talent management, recruitment, classification and compensation, performance management, and policy interpretation while ensuring compliance with University policies and employment laws.

The HR Business Partner supports and coordinates HR operational initiatives, process improvements, and workforce planning efforts that support Boynton Health's strategic priorities. As Boynton Health's main liaison to the University's PEAK shared services model, the position partners with the Human Resources Operations Center and Talent Acquisition Center of Expertise (COE) to coordinate HR services, guide managers through University HR processes, and ensure the effective delivery of HR programs and services.

Overview of Responsibilities

Employee Relations, Organizational Effectiveness & Talent Development (30%)

Under general supervision and guidance from HR leadership, serve as the primary HR Business Partner to Boynton Health by providing consultation and operational guidance that supports employee success, organizational effectiveness, and workforce planning.

• Consult with leaders, supervisors, and employees on employee and labor relations matters, including performance management, coaching, corrective action, conflict resolution, workplace conduct, organizational change, and employee engagement.
• Interpret and apply University policies and rules, collective bargaining agreements, and federal and state employment laws to ensure fair, equitable, and legally compliant employment practices.
• Advise leaders on complex employment matters, including accommodations, attendance, leaves of absence, investigations, grievances, layoffs, non-renewals, workforce restructuring, and organizational changes.
• Partner with University offices including Office of Human Resources, Equity Opportunity & Title IX, Office of General Council, and Office of Conflict Resolution, to resolve complex workplace issues and mitigate organizational risk.
• Collaborate with leadership to develop workforce strategies that support succession planning, talent development, employee retention, leadership effectiveness, organizational design, and long-term staffing needs.
• Develop and facilitate training, coaching, and educational resources that strengthen leadership capability, improve manager effectiveness, and promote a respectful, inclusive, and high-performing workplace.
• Lead or support initiatives that enhance employee engagement, wellbeing, recognition, diversity, equity, inclusion, and belonging while fostering a culture of accountability, collaboration, and continuous improvement.

HR Operations, Strategic Planning & Operational Excellence (30%)

Provide operational leadership for Boynton Health Human Resources by managing HR programs, advancing strategic initiatives, and continuously improving HR services, systems, and operational effectiveness.

• Partner with HR leadership to develop, implement, and evaluate Boynton Health's HR strategic plan, annual work plan, operational priorities, performance measures, and workforce initiatives.
• Lead HR operational planning and coordinate programs across the employee lifecycle, ensuring effective integration of recruitment, onboarding, organizational changes, position management, employee transitions, and workforce planning.
• Serve as Boynton Health's primary liaison to the University HR Operations Center and Talent Acquisition Center of Expertise (COE), coordinating HR services through the PEAK shared services model and ensuring timely, accurate, and customer-focused delivery of HR services.
• Act as the designated TeamDynamix (TDX) requester by initiating, monitoring, and managing HR service requests while serving as the primary point of contact for supervisors and employees regarding shared service processes and issue resolution.
• Collaborate with central HR partners to coordinate employment transactions, recruitment actions, compensation requests, position management, payroll-related activities, and other HR operational processes while ensuring compliance with University policies and service expectations.
• Evaluate HR operations, workflows, policies, and business processes to identify opportunities for standardization, automation, Lean process improvement, and operational efficiencies that enhance service delivery and reduce administrative burden.
• Lead cross-functional initiatives involving HR technology, PeopleSoft enhancements, policy implementation, organizational change, and enterprise HR projects that improve operational performance across Boynton Health.
• Develop and maintain HR operational procedures, job aids, process documentation, communication plans, and training materials that promote consistency, accountability, and operational excellence.
• Analyze workforce data, operational metrics, and service performance to identify trends, measure outcomes, support strategic decision-making, and recommend improvements to HR programs and services.
• Represent Boynton Health on University committees, workgroups, and strategic initiatives related to HR operations, PEAK implementation, shared services, technology enhancements, and continuous improvement.

Recruitment, Classification, Compensation & Workforce Planning (20%)

Partner with Boynton Health leadership and the OHR Talent Acquisition COE Team to develop workforce strategies that attract, retain, and develop a high-performing and diverse workforce.

• Consult with leaders regarding workforce planning, organizational structure, staffing strategies, position design, classification, and compensation to support current and future business needs.
• Partner with the Talent Acquisition Consultant to develop recruitment strategies, establish hiring plans, coordinate recruitment activities, and ensure an equitable and effective hiring process.
• Provide HR consultation throughout the hiring process, including position development, interview planning, candidate assessment, employment offers, salary recommendations, internal equity reviews, and onboarding coordination.
• Conduct classification and compensation analyses for new positions, reclassifications, promotions, retention requests, equity adjustments, and organizational changes in collaboration with the Office of Human Resources.
• Prepare and review position descriptions to ensure alignment with University classification standards, FLSA requirements, and organizational objectives.
• Analyze recruitment and workforce trends to identify opportunities for succession planning, recruitment improvements, workforce development, and long-term talent strategies.

Compliance, Workforce Analytics & Continuous Improvement (20%)

Ensure compliance with employment regulations while leveraging workforce analytics to improve HR programs, support informed decision-making, and advance organizational goals.

• Monitor compliance with University policies, collective bargaining agreements, employment laws, and regulatory requirements while promoting consistent HR practices across Boynton Health.
• Develop, analyze, and communicate workforce metrics related to staffing, compensation, turnover, employee engagement, leave utilization, and organizational performance to support leadership decision-making.
• Prepare reports, dashboards, and presentations that provide actionable workforce insights and measure progress toward strategic HR objectives.
• Identify opportunities to improve HR programs, policies, and operational effectiveness through data analysis, benchmarking, and continuous assessment.
• Participate in University committees, workgroups, and initiatives that support HR innovation, compliance, organizational effectiveness, and the strategic priorities of Boynton Health.
• Perform other duties as assigned.

Required Qualifications

• Bachelor's degree in plus four (4) years of professional human resources experience; or a combination of related education and experience totaling eight (8) years.