HR Business Partner

Position Summary

Columbia University Human Resources (CUHR) is dedicated to providing quality service to develop, manage, and support the University’s vibrant community so our faculty and staff can do great work.

Reporting to the Assistant Vice President, HR Strategy and Operations, the Human Resources Business Partner serves as the primary HR advisor for a portfolio of schools, institutes, and academic and administrative departments. The HRBP advises leaders, managers, and local HR partners on employee relations, performance management, policy interpretation, workforce planning, organizational matters, and the implementation of University HR practices. Approximately 25% of the role is dedicated to workplace investigations and related case management.

The HRBP exercises independent judgment, develops recommendations on complex matters, and consults with senior HR leadership and appropriate University offices when additional technical, institutional, legal, or risk review is warranted. The position also supports cross-portfolio initiatives, compliance activities, and service improvements across HR Advisory Support.

Responsibilities

Strategic HR Advisory and Portfolio Partnership

• Serve as the primary HR advisor for a portfolio of schools, institutes, and academic and administrative departments.
• Build effective relationships with leaders, managers, and local HR partners and maintain an understanding of client objectives, workforce priorities, and organizational needs.
• Analyze complex workforce and organizational issues, assess options and risks, and develop practical, well-supported recommendations.
• Facilitate stakeholder alignment and support the implementation of agreed-upon actions.

Employee Relations, Performance Management, and Risk Support

• Advise leaders and local HR partners on performance expectations, performance improvement, workplace conflict, conduct, corrective action, and other employee-related concerns.
• Triage sensitive matters, assess risk and urgency, and determine the appropriate intervention, consultation, or escalation.
• Interpret HR policies and practices and collaborate with central HR functions and other University offices to support consistent application and effective resolution.
• Identify emerging or recurring employee relations risks and recommend appropriate preventive or corrective measures.

Workplace Investigations and Case Management

• Lead and manage workplace investigations of all types and levels of complexity involving employee complaints, conduct concerns, workplace conflict, alleged policy violations, and other employee relations matters, consulting with the Assistant Vice President, Senior Human Resources Business Partners, the Office of General Counsel, and other appropriate University offices on high-risk, legally sensitive, or precedent-setting matters.
• Develop investigation strategies, conduct interviews, evaluate evidence and credibility, identify factual gaps, and prepare objective findings, reports, and recommendations.
• Coordinate case resolution and post-investigation actions with relevant leaders, HR partners, and University offices.
• Develop and maintain investigation templates, standard operating procedures, interview guides, reporting tools, and other case-management resources to promote consistent, efficient, and compliant practices.

Workforce Planning and Organizational Support

• Advise clients on staffing needs, organizational structure, role clarity, workforce priorities, and implementation considerations.
• Support strategic planning, workforce forecasting, and organizational change using available data, case trends, and client feedback.
• Help leaders navigate competing priorities and align on practical workforce and organizational solutions.

Projects and Team Support

• Lead portfolio and cross-portfolio initiatives that advance compliance, employee engagement, programming, and service consistency.
• Provide cross-portfolio coverage and serve as backup to Senior Human Resources Business Partners as needed.
• Contribute to HR Advisory Support priorities, process improvements, knowledge sharing, and coordinated service delivery.

Minimum Qualifications

• Bachelor’s degree.
• Minimum of five years of related experience. 

Other Requirements

• Five to seven years of progressively responsible related HR experience, including HR consultation, employee relations, performance management, policy interpretation, workforce planning, or closely related work.
• Strategic HR consultation and client partnership across employee relations, performance management, and organizational matters.
• Experience advising managers and senior stakeholders on complex, sensitive, or high-impact matters, including policy interpretation, risk assessment, and appropriate escalation.
• Demonstrated skill in leading fair, thorough, and impartial workplace investigations, including interviewing parties and witnesses, evaluating evidence and credibility, documenting findings, and preparing investigation reports.
• Ability to independently analyze issues, develop practical recommendations, manage competing priorities, and coordinate cross-functional work through completion.
• Strong written and verbal communication, stakeholder management, facilitation, influence, and conflict-navigation skills.
• Sound judgment, discretion, collaboration, and the ability to handle confidential information and build trust.

Preferred Qualifications

• Advanced degree in a related field.
• Experience working in higher education or another large, complex, decentralized organization.
• Experience supporting varied client portfolios comprised of schools, institutes, and academic/administrative departments.
• Experience with employee relations investigations, compliance initiatives, project or change management, client engagement programming, or HR data analysis.
• ten and verb

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.