Human Resources Business Partner, Manager
Grand Rapids Community College, Grand Rapids, MI, United States
Human Resources Business Partner, Manager
The Human Resources Business Partner, Manager at Grand Rapids Community College will perform all core duties of a Human Resources Business Partner, including recruitment, employee and labor relations, policy implementation, and contract or employee handbook administration. In addition, this role provides supervisory leadership to HR Business Partners and HR Generalists by assigning work, coaching staff, supporting performance, and ensuring high quality service delivery. The position also contributes to workforce planning, guides change management efforts, advises leadership on talent‑related risks, and supports a consistent and equitable employee experience throughout the employee lifecycle in alignment with our mission, values, and strategic goals.
Requisition ID:
1090
Position Number:
0001048
Department:
Human Resources
Employee Group:
PMA
Schedule:
40 hours/52 weeks, 8:00 am – 5:00 pm
Compensation:
OM2; $71,726 Annually
Benefits:
Full-Time
Reports to:
Director, Human Resources Operations
Posting Opens:
03/05/2026
Posting Closes:
03/19/2026
ESSENTIAL FUNCTIONS Supervision and Leadership
Provide supervision to Human Resources Business Partners and Human Resources Generalist.
Oversee daily workflow, provide ongoing coaching and feedback, and ensure accountability to HR standards, policies, and service expectations.
Foster a positive and collaborative work environment with employees, supervisors, and college leadership that prioritizes accuracy, efficiency, and employee satisfaction.
Elevate the team members' capabilities by identifying individual strengths and fostering a collaborative, results‑oriented team.
Support HR leadership in aligning departmental work with institutional goals, employee development needs, and operational duties.
Assign and monitor work of team members to ensure effective and timely service delivery.
Work with HR leaders on talent risks and help them lead through change and uncertainty.
Recruitment and Staffing
Serve as backup for full cycle recruitment process for the Talent Acquisition team.
Collaborate with supervisors to identify staffing needs and ensure timely and effective hiring.
Facilitate screening committee training for interview and selection procedures.
Guide managers through the position authorization process and work collaboratively with management to design job descriptions for effective recruitment.
Meet with new hires; following up during the first months of employment to help communicate our culture and improve employee retention.
Conduct exit interviews, assess employee feedback, and evaluate the data to make recommendations for improvements to management.
Employee Relations
Serve as a point of contact for employee inquiries and concerns.
Actively participate in employee relations and handbook updates or contract negotiations and administration; interpreting handbook and/or contract language for supervisors and employees.
Mediate and resolve employee relations issues, fostering a positive work environment, often collaborating with the Office of General Counsel.
Conduct investigations and provide recommendations for resolution.
Coach, counsel, and guide managers through the execution of employee disciplinary action process.
Create a proactive employee relations environment including effective communication and compliance with policies and laws, while ensuring fair treatment of employees.
Keep management advised of potential problem areas and recommend and/or implement solutions.
Interpret and apply applicable law and statute updates related to human resources management, and proactively maintain compliance expectations.
Payroll and Benefits Administration
Facilitate & approve employee payroll setup, including additional compensation.
Lead new fiscal year setup for assigned employee groups; responsible for coordinating all payroll changes for assigned employee groups.
Implement and calculate employee pay‑out upon separation from the College.
Assist benefits staff in administering benefits programs, answering questions about retirement plans, medical benefits, and leave policies.
Organization and Department Development
Encourage clear communication, listen to concerns, and support employees during change.
Look for ways to improve day‑to‑day processes and services within HR; encourage the team to share ideas and make work more efficient and effective.
Coordinate and facilitate employee training and development programs.
Manage performance review/evaluation programs.
Provide career counseling and share expertise with assigned employee groups and community members; participate in student events focused on employment/career growth.
Lead cross‑college process‑based management teams for continuous improvement of HR/LR processes.
Participate in the review and follow‑up to Staff Opinion surveys.
Watch workforce trends and share ideas to improve employee life cycle.
Work with HR leaders to support changes in departments, processes, and technology.
Support key employee life cycle stages such as hiring, retention, growth, and exit in a fair and consistent way.
Policy Implementation
Implement and communicate HR policies and procedures to ensure consistency and compliance.
Stay informed about changes in labor laws and regulations impacting HR practices.
Understand local, state and federal laws, regulations and standards pertaining to public sector labor relations.
Have knowledge of human resources policies, procedures and management practices involving recruitment, employment, terminations and contract administration.
Data Management
Maintain and track all employee disciplinary actions and investigations for assigned employee groups.
Work with the Employee Leave and Compliance Coordinator on the management of the leave of absence process including FMLA for assigned employee groups.
Ensure the accuracy of the monthly Board of Trustees report around new hires and separations.
Maintain up‑to‑date personnel records and perform credential audits to ensure compliance with accreditation standards.
Manage wage and salary programs in conformance with handbooks and/or labor agreements.
Provide information regarding unemployment claims for assigned employee groups.
Other Job Functions
Persons in this role are identified as a Campus Security Authority (CSA). CSA's will be trained and responsible for reporting Clery Reportable Crimes to Campus Police as required by the Clery Act.
Regular attendance during normal scheduled hours is required. Being present is essential for serving customers and performing the essential functions of this position.
Perform other related duties as assigned.
JOB SPECIFICATIONS Qualifications
Bachelor’s Degree and at least five years of experience as an HR Generalist or Business Partner or HR Manager.
Deep Human Resources knowledge and broad experience across multiple HR areas.
Union experience preferred.
Supervisory experience required.
Skills
Adaptability and Change Management : Demonstrates flexibility in managing priorities and leading through change with clarity and confidence.
Leadership and Supervision : Ability to provide mentorship, direction, and oversight to staff while fostering accountability and professional growth; guide team members and leaders through skill‑building, goal setting, and continuous improvement.
Employee Relations and Conflict Resolution : Ability to handle employee relations matters, mediate conflicts, and resolve issues fairly and constructively.
Labor Relations and Collective Bargaining : Proficiency in understanding and navigating labor relations, including experience in collective bargaining negotiations.
Recruitment and Staffing : Strong skills in full‑cycle recruitment, including job posting, applicant screening, interviewing, and collaboration with hiring managers.
Knowledge of Employment Laws and Regulations : Thorough understanding of relevant employment laws, regulations, and compliance requirements, particularly in higher education.
Communications and Interpersonal Skills : Excellent verbal and written communication skills; build relationships and trust at all levels.
Organization and Problem‑Solving Abilities : Strong organizational skills to manage responsibilities and deadlines effectively; analyze problems and provide solutions.
Physical Demands
The position requires long periods of sitting, reading and writing, listening, and computer work.
Mental Demands
Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations; write reports, business correspondence, and procedure manuals; present information and respond to questions from managers, clients, customers, and the general public.
Apply concepts such as fractions, percentages, ratios, and proportions to practical situations.
Maintain confidentiality in carrying out all duties, including confidential record tracking systems.
Manage multiple priorities and work under pressure with mature judgment and flexibility in regard to interruptions and schedule changes.
Understand and appreciate the community college philosophy and diverse populations.
Use good judgment in handling sensitive or difficult situations in a professional manner; maintain high levels of confidentiality with appropriate discretion.
Working Conditions
GRCC will comply with any mandated health and safety requirements. Compliance information is available on our policies website.
Must be able to work flexible hours (i.e., evenings and nights), including occasional weekends.
Ability to work in a fast‑paced environment that calls for flexibility/adaptability and the ability to handle multiple interruptions and make quick decisions.
Retirement Plans: Secure your future with our retirement options, including the state retirement plan or a 401A with a 12% employer contribution.
NEXT STEPS / APPLICATION PROCESS Please fill out an application at
https://www.grcc.edu/jobs . Submit a cover letter and resume. The opportunity to apply for this position will close at the end of the day on the close date referenced at the top of this posting.
NONDISCRIMINATION STATEMENT Grand Rapids Community College creates an inclusive learning and working environment that recognizes the value and dignity of each person. It is the policy and practice of GRCC to provide equal educational and employment opportunities regardless of age, race, color, religion, marital status, sex/gender, pregnancy, sexual orientation, gender identity, gender expression, height, weight, national origin, disability, political affiliation, familial status, veteran status or genetics in all programs, activities, services, employment and advancement including admissions to, access to, treatment in, and compensation in employment as required by state and federal law. GRCC is committed to reviewing all aspects of GRCC programs, activities, services and employment, including recruitment, selection, retention and promotion to identify and eliminate barriers in order to prevent discrimination on the basis of the listed protected characteristics. The college will not tolerate any form of retaliation against any person for bringing charges of discrimination or participating in an investigation. Further information may be obtained from the EEO Office or the Office of General Counsel, 143 Bostwick Avenue NE, Grand Rapids, MI 49503-3295.
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Requisition ID:
1090
Position Number:
0001048
Department:
Human Resources
Employee Group:
PMA
Schedule:
40 hours/52 weeks, 8:00 am – 5:00 pm
Compensation:
OM2; $71,726 Annually
Benefits:
Full-Time
Reports to:
Director, Human Resources Operations
Posting Opens:
03/05/2026
Posting Closes:
03/19/2026
ESSENTIAL FUNCTIONS Supervision and Leadership
Provide supervision to Human Resources Business Partners and Human Resources Generalist.
Oversee daily workflow, provide ongoing coaching and feedback, and ensure accountability to HR standards, policies, and service expectations.
Foster a positive and collaborative work environment with employees, supervisors, and college leadership that prioritizes accuracy, efficiency, and employee satisfaction.
Elevate the team members' capabilities by identifying individual strengths and fostering a collaborative, results‑oriented team.
Support HR leadership in aligning departmental work with institutional goals, employee development needs, and operational duties.
Assign and monitor work of team members to ensure effective and timely service delivery.
Work with HR leaders on talent risks and help them lead through change and uncertainty.
Recruitment and Staffing
Serve as backup for full cycle recruitment process for the Talent Acquisition team.
Collaborate with supervisors to identify staffing needs and ensure timely and effective hiring.
Facilitate screening committee training for interview and selection procedures.
Guide managers through the position authorization process and work collaboratively with management to design job descriptions for effective recruitment.
Meet with new hires; following up during the first months of employment to help communicate our culture and improve employee retention.
Conduct exit interviews, assess employee feedback, and evaluate the data to make recommendations for improvements to management.
Employee Relations
Serve as a point of contact for employee inquiries and concerns.
Actively participate in employee relations and handbook updates or contract negotiations and administration; interpreting handbook and/or contract language for supervisors and employees.
Mediate and resolve employee relations issues, fostering a positive work environment, often collaborating with the Office of General Counsel.
Conduct investigations and provide recommendations for resolution.
Coach, counsel, and guide managers through the execution of employee disciplinary action process.
Create a proactive employee relations environment including effective communication and compliance with policies and laws, while ensuring fair treatment of employees.
Keep management advised of potential problem areas and recommend and/or implement solutions.
Interpret and apply applicable law and statute updates related to human resources management, and proactively maintain compliance expectations.
Payroll and Benefits Administration
Facilitate & approve employee payroll setup, including additional compensation.
Lead new fiscal year setup for assigned employee groups; responsible for coordinating all payroll changes for assigned employee groups.
Implement and calculate employee pay‑out upon separation from the College.
Assist benefits staff in administering benefits programs, answering questions about retirement plans, medical benefits, and leave policies.
Organization and Department Development
Encourage clear communication, listen to concerns, and support employees during change.
Look for ways to improve day‑to‑day processes and services within HR; encourage the team to share ideas and make work more efficient and effective.
Coordinate and facilitate employee training and development programs.
Manage performance review/evaluation programs.
Provide career counseling and share expertise with assigned employee groups and community members; participate in student events focused on employment/career growth.
Lead cross‑college process‑based management teams for continuous improvement of HR/LR processes.
Participate in the review and follow‑up to Staff Opinion surveys.
Watch workforce trends and share ideas to improve employee life cycle.
Work with HR leaders to support changes in departments, processes, and technology.
Support key employee life cycle stages such as hiring, retention, growth, and exit in a fair and consistent way.
Policy Implementation
Implement and communicate HR policies and procedures to ensure consistency and compliance.
Stay informed about changes in labor laws and regulations impacting HR practices.
Understand local, state and federal laws, regulations and standards pertaining to public sector labor relations.
Have knowledge of human resources policies, procedures and management practices involving recruitment, employment, terminations and contract administration.
Data Management
Maintain and track all employee disciplinary actions and investigations for assigned employee groups.
Work with the Employee Leave and Compliance Coordinator on the management of the leave of absence process including FMLA for assigned employee groups.
Ensure the accuracy of the monthly Board of Trustees report around new hires and separations.
Maintain up‑to‑date personnel records and perform credential audits to ensure compliance with accreditation standards.
Manage wage and salary programs in conformance with handbooks and/or labor agreements.
Provide information regarding unemployment claims for assigned employee groups.
Other Job Functions
Persons in this role are identified as a Campus Security Authority (CSA). CSA's will be trained and responsible for reporting Clery Reportable Crimes to Campus Police as required by the Clery Act.
Regular attendance during normal scheduled hours is required. Being present is essential for serving customers and performing the essential functions of this position.
Perform other related duties as assigned.
JOB SPECIFICATIONS Qualifications
Bachelor’s Degree and at least five years of experience as an HR Generalist or Business Partner or HR Manager.
Deep Human Resources knowledge and broad experience across multiple HR areas.
Union experience preferred.
Supervisory experience required.
Skills
Adaptability and Change Management : Demonstrates flexibility in managing priorities and leading through change with clarity and confidence.
Leadership and Supervision : Ability to provide mentorship, direction, and oversight to staff while fostering accountability and professional growth; guide team members and leaders through skill‑building, goal setting, and continuous improvement.
Employee Relations and Conflict Resolution : Ability to handle employee relations matters, mediate conflicts, and resolve issues fairly and constructively.
Labor Relations and Collective Bargaining : Proficiency in understanding and navigating labor relations, including experience in collective bargaining negotiations.
Recruitment and Staffing : Strong skills in full‑cycle recruitment, including job posting, applicant screening, interviewing, and collaboration with hiring managers.
Knowledge of Employment Laws and Regulations : Thorough understanding of relevant employment laws, regulations, and compliance requirements, particularly in higher education.
Communications and Interpersonal Skills : Excellent verbal and written communication skills; build relationships and trust at all levels.
Organization and Problem‑Solving Abilities : Strong organizational skills to manage responsibilities and deadlines effectively; analyze problems and provide solutions.
Physical Demands
The position requires long periods of sitting, reading and writing, listening, and computer work.
Mental Demands
Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations; write reports, business correspondence, and procedure manuals; present information and respond to questions from managers, clients, customers, and the general public.
Apply concepts such as fractions, percentages, ratios, and proportions to practical situations.
Maintain confidentiality in carrying out all duties, including confidential record tracking systems.
Manage multiple priorities and work under pressure with mature judgment and flexibility in regard to interruptions and schedule changes.
Understand and appreciate the community college philosophy and diverse populations.
Use good judgment in handling sensitive or difficult situations in a professional manner; maintain high levels of confidentiality with appropriate discretion.
Working Conditions
GRCC will comply with any mandated health and safety requirements. Compliance information is available on our policies website.
Must be able to work flexible hours (i.e., evenings and nights), including occasional weekends.
Ability to work in a fast‑paced environment that calls for flexibility/adaptability and the ability to handle multiple interruptions and make quick decisions.
Retirement Plans: Secure your future with our retirement options, including the state retirement plan or a 401A with a 12% employer contribution.
NEXT STEPS / APPLICATION PROCESS Please fill out an application at
https://www.grcc.edu/jobs . Submit a cover letter and resume. The opportunity to apply for this position will close at the end of the day on the close date referenced at the top of this posting.
NONDISCRIMINATION STATEMENT Grand Rapids Community College creates an inclusive learning and working environment that recognizes the value and dignity of each person. It is the policy and practice of GRCC to provide equal educational and employment opportunities regardless of age, race, color, religion, marital status, sex/gender, pregnancy, sexual orientation, gender identity, gender expression, height, weight, national origin, disability, political affiliation, familial status, veteran status or genetics in all programs, activities, services, employment and advancement including admissions to, access to, treatment in, and compensation in employment as required by state and federal law. GRCC is committed to reviewing all aspects of GRCC programs, activities, services and employment, including recruitment, selection, retention and promotion to identify and eliminate barriers in order to prevent discrimination on the basis of the listed protected characteristics. The college will not tolerate any form of retaliation against any person for bringing charges of discrimination or participating in an investigation. Further information may be obtained from the EEO Office or the Office of General Counsel, 143 Bostwick Avenue NE, Grand Rapids, MI 49503-3295.
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