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Overview
Yale University is looking for a Human Resources Business Partner 1 to join the HR team and partner with the Yale Information Technology Services (ITS) organization.
This role will provide strategic as well as tactical HR support to the IT client group, both to employees and managers and acts as liaison to other human resources functions, including compensation, benefits, labor relations, and staffing to deliver superior customer service to achieve client satisfaction in meeting their HR needs.
In addition, the HRBP will partner with ITS leadership as they lead variety of HR initiatives, such as early career programs and culture change integration. The HRBP will also play a key role in shaping the recruiting strategy of the early career program by partnering with Talent Acquisition and hiring managers to embed the program into the broader recruitment process. This includes defining candidate profiles, supporting campus and early career outreach, coordinating interview processes, and ensuring a consistent and equitable selection approach.
The ideal candidate will be a change agent, support a positive work culture and sense of belonging, while forming effective consultative and coaching relationships. This individual will have to demonstrate passion for innovation and proactively make recommendations on organizational needs. The incumbent will also ensure that all activities are conducted in accordance with government legislation and regulations, contractual obligations and University policy.
Required Skills and Abilities
1.Excellent critical, analytical, and strategic thinking abilities. Ability to direct and influence change. Ability to collaborate with leaders to drive change in the culture and management practices. Ability to initiate actions and solve problems using sound judgment.
Knowledge of staffing, compensation, employment law, labor relations, training and development, benefits and HRIS applications. Proficiency with Microsoft Word/Excel, databases, and other/HRIS systems.
Superior in a constructive and timely manner, in a fast-paced environment. Excellent oral and written communication, influencing and conflict resolution skills.
Demonstrated success in detailed work requiring accuracy, high level of productivity, organization, and a sense of urgency.
Ability to initiate actions and solve problems using sound judgment. Ability to multi-task multiple competing priorities in a fast-paced environment and demonstrated flexibility and adaptability.
Principal Responsibilities
Collaborative Partnership: Cultivates and fosters a collaborative partnership with departments in addressing human resource issues, which may include performing department-specific functions and faculty administration. Counsels managers on human resource policies and procedures and contractual obligations. Consults with the Director, Senior HR Business Partner, and HR specialists as needed. Client Understanding: Understands the client organization and mission and provides proactive guidance. Establishes strong relationships with employees and union representatives in the client base. Understands the unit''s labor relations environment and provides support as needed. Facilitates enhancement of labor strategy and relationships within the unit. Organizational Support: Provides support for organizational change by advising, influencing, and assisting in organizational design efforts. Analyzes the impact of the change(s), explores options, and offers recommendations. Employee Relations: Works collaboratively on client issues, builds and maintains positive working relationships with Union representatives. Leads investigations of employee relations concerns. Educates, advises, and coaches managers/unit leaders and assists staff in resolving issues and grievances. Departmental Planning: Participates in departmental planning meetings, provides unit-specific tactical support as required. Develops, reviews, and updates new and existing department position descriptions. Works with Staffing and Compensation Representatives as needed to support recruitment and compensation requirements. May interview selected candidates at the request of the client. Policy Interpretation: Meets with the client base to interpret policy and contract provisions, assists with problem-solving, educates on risk factors, and advises on career development. Staffing Levels: Works with department managers to achieve appropriate staffing levels. Reviews all requests for departmental layoff. Conducts due diligence with regard to departmental restructuring. Ensures compliance with state and federal employment laws and contract provisions. Gathers information and partners with General Counsel to formulate responses to CHRO, EEOC, and FLSA complaints. Partners with Labor Relations and General Counsel in preparing the strategy for arbitration cases. Compensation Support: Works with clients and Classification and Compensation to support compensation proposals such as reclassifications, salary adjustments, supplemental compensation, etc. Guides managers and employees through the job evaluation/audit process. Performance Management: Consults and communicates to managers the performance management process. This includes goal setting, FOCUS, and the annual merit process. Reviews recommendations for performance ratings and salary increases and monitors for data integrity and compliance. Provides guidance to managers on compensation and performance issues. HR Program Implementation: Partners with managers and unit leaders to implement HR programs such as Individual Development Planning, Talent Management, and Performance Management. HR Function Resource: Serves as a resource for other HR functions, working with subject matter experts as needed to support employees. This includes areas such as leave of absences, benefits, Equal Opportunity Programs & Accommodations, and the Office of Diversity. Training and Development: Partners with Organizational Effectiveness (OE) and the Learning Center to address employee and/or departmental training and development needs. Identifies areas in need of attention and advises clients on recommended action plans along with information regarding available resources. Mentorship and Projects: Mentors other staff members, contributes to, and/or leads HR projects and programs. Required Education and Experience Bachelor''s Degree in any field. At least 4 years of professional human resources experience. Physical Requirements Ability to travel between multiple locations.
Job Posting Date
06/29/2026
Job Category
Professional
Bargaining Unit
NON
Compensation Grade
Administration & Operations
Compensation Grade Profile
Manager; Program Leader (24)
Salary Range
$68,000.00 - $120,500.00
Time Type
Full time
Duration Type
Staff
Work Model
Hybrid
Background Check Requirements
All candidates for employment will be subject to pre-employment background screening for this position, which may include motor vehicle, DOT certification, drug testing and credit checks based on the position description and job requirements. All offers are contingent upon the successful completion of the background check. For additional information on the background check requirements and process visit "Learn about background checks" under the Applicant Support Resources section of Careers on the It's Your Yale website.
Health Requirements
Certain positions have associated health requirements based on specific job responsibilities. These may include vaccinations, tests, or examinations, as required by law, regulation, or university policy.
Posting Disclaimer
Salary offers are determined by a candidate's qualifications, experience, skills, and education in relation to the position requirements, along with the role's grade profile and current internal and external market conditions.
The intent of this job description is to provide a representative summary of the essential functions that will be required of the position and should not be construed as a declaration of specific duties and responsibilities of the position. Employees will be assigned specific job-related duties through their hiring department.
The University is committed to basing judgments concerning the admission, education, and employment of individuals upon their qualifications and abilities and seeks to attract to its faculty, staff, and student body qualified persons from a broad range of backgrounds and perspectives. In accordance with this policy and as delineated by federal and Connecticut law, Yale does not discriminate in admissions, educational programs, or employment against any individual on account of that individual's sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran.
Inquiries concerning Yale's Policy Against Discrimination and Harassment may be referred to the Office of Institutional Equity and Accessibility (OIEA).
Note
Yale University is a tobacco-free campus.