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Manager, HR Business Partner & Employee Relations

Objective

The Manager, HR Business Partner & Employee Relations serves as the primary point of contact for employee relations matters and provides practical, effective HR guidance to leaders, managers, and employees at Rocky Vista University within the Medforth Global Education shared services model. This role requires a confident, skilled HR professional who can operate independently, manage sensitive and complex issues with sound judgment, and build strong relationships at every level of the organization. The position focuses on employee relations, manager coaching, policy interpretation, compliance, and workplace culture, while partnering closely with the HR Centers of Excellence (COEs) to implement and support HR programs and ensure consistency across multiple campuses. Strong communication, collaboration, and problem-solving skills are essential for resolving employee issues, coaching managers, and supporting HR initiatives that align with institutional goals.

Essential Functions

Employee Relations

+ Serve as the primary point of contact for employee relations questions, concerns, and guidance.

+ Provide coaching and counsel to managers and employees on conflict resolution, corrective action, communication, and policy interpretation.

+ Facilitate employee problem-solving conversations and support change management efforts across teams and departments.

+ Conduct investigations into misconduct, grievances, and policy violations when necessary, ensuring fair, consistent, and timely outcomes.

+ Ensure compliance with federal and state employment laws (EEO, ADA, FMLA, FLSA, CO FAMLI) and institutional policies.

+ Partner with legal, compliance, and the VP of HR to assess risk, maintain consistent practices, and ensure timely communication on key employee relations issues.

+ Promote a culture of fairness, accountability, professionalism, and psychological safety.

Manager & Leadership Coaching

+ Coach managers on communication, performance, accountability, and team effectiveness.

+ Support leaders in resolving interpersonal or team challenges with discretion, professionalism, and objectivity.

+ Advise leaders on people decisions and their organizational impact.

+ Reinforce practices that promote consistency, fairness, and alignment with institutional goals.

Performance Management

+ Coach managers on setting clear expectations and providing timely, constructive feedback.

+ Support leaders in addressing performance concerns and implementing improvement plans.

+ Ensure performance-related actions are consistent with policy, compliant with employment law, and properly documented.

+ Identify and communicate performance patterns or trends that may influence employee relations or require leadership attention.

Workforce Planning & Organizational Support

+ Provide input to leaders on talent needs and support succession planning discussions.

+ Assist with organizational design, restructuring, and role transitions as appropriate.

+ Support change management efforts related to leadership transitions, structural updates or shared services initiatives.

HR Partnership

+ Partner with HR Centers of Excellence (COEs) including HR Operations, Compensation & Benefits, Talent Acquisition & Talent Management.

+ Support the implementation of compensation reviews, policy updates, and HR programs in coordination with the COE’s.

+ Guide onboarding and cultural integration for new hires and internal transfers.

+ Monitor completion of electronic exit surveys and review results to identify themes that inform leadership decisions and retention strategies.

+ Support or lead HR initiatives such as technology rollouts, process improvements, and institution-wide projects.

Experience

+ Minimum 4 years of progressive HR experience with strong emphasis on employee relations (required).

+ Experience coaching managers, handling complex employee matters (required).

+ Experience in higher education or healthcare (preferred).

Knowledge, Skills, and Abilities

+ Strong knowledge of HR practices, employment law, and compliance requirements.

+ Skilled in coaching, conflict resolution, employee-relations problem-solving, and investigations.

+ Proficient in navigating HRIS and ATS platforms to access information and support HR processes.

+ Demonstrated proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint) and able to use these tools independently without additional training.

+ Excellent written, verbal, and interpersonal communication skills.

+ Ability to work independently, exercise sound judgment, manage multiple priorities, and make evidence-based decisions.

+ Demonstrates integrity, objectivity, discretion, and alignment with institutional values.

Certifications (Preferred)

PHR, SPHR, SHRM-CP, or SHRM-SCP

Work Environment/Physical Demands

+ Professional office environment with frequent interaction and interruptions.

+ Regular use standard office equipment such as computers, phones, photocopiers, filing cabinets.

+ Occasional travel to campuses in Montana and Utah required.

The anticipated salary range for the Manager, HR Business Partner & Employee Relations is $82,000 to $95,000 per year. The final salary offered may vary and will be determined based on factors such as job-related knowledge, skills, experience, and education of the successful candidate. This information is provided per local law.

Qualifications

+ Bachelor’s degree in Human Resources, Business Administration, or a related field (required).

+ Master’s degree in Human Resources or related discipline (preferred).

We Are

• Student Centric: We approach every task with a focus on supporting our students to achieve their lifelong learning goals in a safe, vibrant and welcoming environment.

• A Global Community: We are one team with an international outlook welcoming the strength in our diversity and the value each of us brings to what we do.

• Accountable: We take responsibility for our actions by being responsive, resourceful and respectful in delivering on our commitments with integrity and the highest ethical standards.

• Collaborative: We support and empower one another through open communications, cooperation, sharing knowledge and taking time to always listen and show we care.

• Committed to Excellence: We take pride in our ongoing pursuit for continuous improvement through creativity, rigor and best practices to produce meaningful outcomes.

About University Support Services, LLC

University Support Services LLC (USS) is an affiliate of St. George's University (SGU), a leading provider of international medical education. SGU students and faculty come from 151 countries to the island of Grenada, located in the West Indies. Our purpose is to support SGU to deliver best in class education for all SGU students. We put a special focus on the growing global need for diverse high-quality medical and healthcare professionals. USS is pivotal in positioning SGU as a premiere medical degree institute through its student-facing as well as functional support teams.

USS is an equal opportunity employer. As such, it is company policy to fill positions with qualified candidates regardless of race, color, sex (including sexual orientation and gender presentation), age, religion, ancestry, national origin, citizenship status, pregnancy, marital status, medical condition, genetic information, disability, status in the Uniformed Services of the United States (including veteran status) or status as a victim of domestic violence, except where there is a bona fide occupational qualification. This policy protects applicants and employees from discrimination in the hiring process.