Human Resources Senior Business Partner, Cornell AAP

About the College, School, or Department

The College of Architecture, Art, and Planning (Cornell AAP) at Cornell University encompasses five departments, 20 degree programs, 18 labs, and the Cornell Mui Ho Center for Cities, and brings together students, faculty, and staff from around the world. The college fosters partnerships for urban and community change globally. As a vital part of a leading research university, we address urgent challenges and advance sustainable design, research, and practices.

Cornell AAP is dedicated to transformative actions, fostering a community focused on Creative + Critical Practices, Sustainability + Social Impact, Design+ Emerging Technologies, and the Future of Cities + Development.

Departments include Architecture, Art, City and Regional Planning, the Paul Rubacha Department of Real Estate (in collaboration with the S.C. Johnson College of Business), and Design Tech (partnered with Cornell Bowers CIS, Cornell Engineering, the College of Human Ecology, and Cornell Tech). The college operates in Ithaca, New York City, and Rome, Italy, with state-of-the-art facilities.

The Opportunity

The AAP Human Resources Senior Business Partner provides senior human resources consultation to the College of Architecture, Art, and Planning (AAP), including managing delivery of academic HR practices and effective direction of staff-centered HR operations. Recognizing both the relatively small footprint (5 departments, ~60 tenure stream faculty, ~65 regular staff, ~100 other academics and research personnel) and the fundamental interrelatedness of the faculty and staff ecosystems, this role provides holistic human resources support to the college.

To ensure effective collaboration and success in the role, on-site presence in Sibley Hall on the Ithaca campus is required.

The AAP Human Resources Senior Business Partner is a crucial new-to-AAP role responsible for:

• Advanced HR Support: Provide consultation to AAP leadership and departments on academic and non-academic staffing, interpreting university and college HR policies and procedures.

• Employee Relations: Partner with leaders and staff to resolve employee or labor relations issues, provide feedback, coaching, conflict resolution, and discipline as needed.

• Collaborative Solutions: Work with university resources to address team building, capacity-building, and group dynamics within departments and across the college.

• HR Strategy Development: Proactively partner with organizational leaders to develop and implement effective HR strategies.

• Transaction Oversight: Oversee academic and non-academic transactions, ensuring proper authorizations and policy compliance with secured documentation.

• Process Evaluation: Streamline processes and submission requirements to minimize administrative burden.

• Complex Issue Management: Handle complex and sensitive issues with analysis, creative problem-solving, and confidentiality, using judgment and discretion.

• Organizational Development: Advance organizational change, development, and foster ethical workplace practices.

Success Factors

• Leadership and Strategic Partnership: Leverage the leadership nature of this role to collaborate effectively with stakeholders, especially partnering closely with the Associate Dean to synthesize diverse viewpoints and strategies, ensuring clarity and equity in communication.

• Contextual and Faculty Engagement: Adapt to AAP's unique HR structure by immersing in the College's environment, establishing trust with faculty by quickly addressing policy-related questions, understanding the distinct needs across departments.

• Interdisciplinary and Experimental Approach: Speak to trends and differences in other colleges at Cornell to bridge gaps, embrace an experimental mindset to evaluate and adjust strategies, and address both benefits of the HR structure and mini silos across AAP.

• Relationship Building and Executive Interaction: Foster strong relationships with staff members and department managers, engage frequently with the dean's office executive staff, and commit to building a supportive and inclusive community across the College.

What We Need

• A cover letter and resume outlining your interest and how your experience and goals align with the potential for mutual success in the role are required for consideration.

• Educational Background: Bachelor's degree (preferably in Business Administration, Human Resources Management, or a closely related field) and a minimum of 5 to 7 years of relevant work experience, or an equivalent combination.

• Communication and Service Orientation: Clear and effective communicator with a commitment to providing excellent service to all individuals.

• Relationship Building: Ability to establish and maintain excellent relationships with people from diverse backgrounds across all organizational levels, demonstrating skill in understanding cultural differences.

• Teamwork and Prioritization: Capable of working in a team context, setting priorities, managing competing demands, and providing timely responses to urgent issues.

• Multi-Level Navigation: Comfortable operating at both macro (leadership) and micro (day-to-day operations) levels simultaneously.

• Trustworthiness and Discretion: Trustworthy, discrete, and meticulous with sensitive and confidential matters.

• Analytical Skills: Strong analytical and reasoning skills, with solid experience using standard desktop productivity tools.

• Employee Relations Expertise: Experience handling employee issues effectively, providing advice and recommendations consistent with university and college HR policies, practices, and procedures.

• HR Generalist Knowledge: Deep understanding of HR generalist responsibilities with expertise in two or more generalist areas (e.g., academic HR, compensation, employee relations, policy interpretation).

• Commitment to Access and Inclusion: Demonstrated commitment to supporting diversity, equity, access, inclusion, and wellbeing, and connecting these principles to business goals.

If you have all those things, great! We have a few more things that we would prefer you to have, but it's ok if you don't.

• Higher Education Experience: Experience in higher education, especially at Cornell University, with familiarity with its mission, goals, and objectives.

• HR Certification: PHR and/or SHRM certification or advanced experience in human resources, talent management, talent retention, or employee advocacy.

• Employee Relations Management: Previous work experience managing employee relations.

• Organizational Navigation: Demonstrated ability to navigate a highly complex organizational structure.

• Technology Implementation: Experience learning, testing, and providing feedback on new technologies and systems, as well as training others to use new systems.

Rewards and Benefits

• Cornell receives national recognition as an award-winning workplace for our health, wellbeing, sustainability, and diversity initiatives.

• Our benefits programs include comprehensive health care options, generous retirement contributions, access to wellness programs, and employee discounts with local and national retail brands. We invite you to follow this link to get more information about our benefits: https://hr.cornell.edu/benefits-pay.

• Follow this link to learn more about the Total Rewards of Working at Cornell: https://hr.cornell.edu/jobs/your-total-rewards.

• Our leave provisions include health and personal leave, three weeks of vacation and 13 holidays: Martin Luther King, Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving and the day after, and an end of the year winter break from December 25-January 1.

• Cornell's impressive educational benefits include tuition-free Extramural Study and Employee Degree Program, tuition aid for external education, and Cornell Children's Tuition Assistance Program.

No Visa Sponsorship is available for this position.

Familiarize yourself with Cornell's COVID-19 workplace guidance as well as the university's COVID-19 services and information.

University Job Title:

HR Generalist IV

Job Family:

Human Resources

Level:

G

Pay Rate Type:

Salary

Pay Range:

$94,748.00 - $115,803.00

Remote Option Availability:

Onsite

Company:

Endowed

Contact Name:

Carolyn Chow

Job Titles and Pay Ranges:

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Noted pay ranges reflect the potential pay opportunity for each job profile. The hiring rate of pay for the successful candidate will be determined considering the following criteria:

• Prior relevant work or industry experience

• Education level to the extent education is relevant to the position

• Unique applicable skills

• Academic Discipline (faculty pay ranges reflects 9-month annual salary)

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2024-05-22