Human Resources Business Partner

Note for Current UM Employees

Current employees must apply internally via ConnectU > connectu.olemiss.edu

The University of Mississippi

"The University of Mississippi — fondly referred to as Ole Miss — stands as a premier public research institution with a proud legacy of academic distinction. We are devoted to nurturing a vibrant, inclusive community where every member — student, faculty, and staff — can achieve their fullest potential.”

Department Summary

The Human Resources department at the University of Mississippi is an exceptional place to work, offering a strong commitment to work-life balance, ensuring that employees can thrive both professionally and personally. Our team has the unique opportunity to partner with departments across the entire university, fostering collaboration and making a positive impact on a broad scale. Over the past four years, our department has experienced continued growth, expanding our capacity to support the university's diverse needs. We are excited about the upcoming transition to Workday, a cutting-edge ERP system that will revolutionize how we operate. This move presents countless opportunities for innovation, efficiency, and enhanced services, positioning us for even greater success in the future. We are excited about the opportunity for this role to join our team and contribute to the next chapter of our growth and transformation.

Role Specifications

Below you will find classification and compensation information.  For additional details behind the University of Mississippi classification system please visit Human Resource Compensation Page

Family -  Human Resources

Sub-Family - HR Campus Partners

Career Track / Level - P3

Grade - 10

Role Summary

The HR Business Partner (Academic & Administrative) is a strategic leader and primary HR point of contact for assigned client groups, including academic departments, research units, and administrative divisions within the University of Mississippi. This role delivers comprehensive HR solutions that align with the university’s mission, values, and strategic goals. By partnering with academic leaders, faculty, and staff, the HR Business Partner plays a crucial role in advancing the university’s mission of academic excellence, research innovation, and operational effectiveness. This position fosters collaboration and engagement across all university populations, ensuring that HR services meet the needs of faculty, researchers, and staff.

Examples of Work Performed

Strategic Partnerships:

• Serve as a trusted advisor to academic and staff leaders (e.g., deans, department chairs, research directors, senior leadership, directors, managers, and supervisors), providing strategic guidance on HR policies, practices, and initiatives.
• Collaborate with leadership to align HR strategies with academic priorities, research goals, and operational objectives.
• Identify and address organizational challenges, offering data-driven solutions to improve performance, engagement, and retention across faculty and staff populations.

Talent Management:

• Partner with academic and administrative leaders to identify talent needs and lead workforce planning efforts.
• Support recruitment, onboarding, and retention strategies to ensure a seamless experience for executives, management, staff, and academic hires.
• Lead faculty and staff career development, succession planning, and leadership development initiatives.

Employee Relations:

• Serve as the primary point of contact for complex employee relations matters, including conflict resolution, performance improvement, and disciplinary actions.
• Provide guidance and support to academic leaders, managers, and supervisors on HR-related matters, including promotion, career progression, performance management, and professional development, ensuring alignment with the University’s mission, values, and commitment to excellence.
• Conduct complex investigations into employee relations matters, including grievances, complaints, and policy violations, ensuring thoroughness, fairness, and compliance with applicable policies, procedures, and laws.
• Provide recommendations to resolve workplace issues fairly and consistently.
• Promote a culture of respect and collaboration among academic and staff populations.

HR Operations and Compliance:

• Ensure compliance with university policies & procedures, federal and state regulations, and HR best practices.
• Maintain accurate and confidential records for assigned client groups.
• Prepare and analyze HR metrics and reports to inform decision-making and track progress on key initiatives.

Benefits and Payroll Liaison:

• Serve as the primary liaison between assigned client groups and the university’s benefits and payroll teams.
• Collaborate with the Director of Benefits and the benefits team to address employee inquiries, resolve issues, and effectively communicate benefits programs.
• Partner with the Director of Payroll and the payroll team to ensure accurate and timely payroll processing for assigned client groups.
• Act as a resource for employees on benefits and payroll-related matters, providing guidance and escalating issues as needed.

Examples of Work Performed Continued

Organizational Development and Employee Engagement:

• Partners with HR teams dedicated to Organizational Development, Employee Engagement, Communications, and Training & Development to deliver programs, initiatives, and training that support the University's mission, values, and commitment to excellence in education, student success, and operational efficiency.
• Act as a liaison between client groups and HR functional teams, ensuring alignment and effective communication.
• Support the implementation of training programs, engagement surveys, climate assessments, and communication strategies tailored to the needs of faculty, researchers, and staff.

Campus Collaboration:

• Collaborate closely with the Office of the Provost, academic deans, and department chairs to address HR needs specific to faculty and academic staff.
• Partner with key campus offices, such as the Office of the Vice Chancellor of Administration & Finance, the Office of Equal Opportunity & Regulatory Compliance (EORC), the Division of Access, Opportunity, and Community Engagement, the Office of General Counsel, the Office of Internal Audit, as well as other members of the campus community, to address cross-functional HR, compliance, and organizational matters.
• Serve as a bridge between academic and administrative units, facilitating communication and ensuring alignment with university policies and initiatives.
• Serve as a primary HR liaison to university constituents, cultivating trusted advisory relationships with the Faculty Senate, Staff Council, and relevant standing committees. Through regular consultation and active partnership, ensure that HR policies and initiatives incorporate the perspectives of the campus community while maintaining alignment with institutional compliance standards and strategic priorities.

Other Duties as Assigned:

• Perform additional tasks and projects to support the university’s strategic goals.

Essential Functions

These essential functions include, but are not limited to, the following.  Additional essential functions may be identified and included by the hiring department.

1. Partnerships: Provide strategic HR guidance to academic and administrative leaders to align HR practices with institutional goals, improve organizational effectiveness, and support faculty and staff success.
2. Talent Management: Lead workforce planning, recruitment, onboarding, and development initiatives to attract, retain, and grow top talent across faculty and staff roles.
3. Employee Relations: Manage complex employee relations matters, offering expert guidance, conducting investigations, and fostering a culture of respect, fairness, and accountability.
4. HR Operations and Compliance: Oversee HR operations for assigned groups, ensuring compliance with policies and regulations while leveraging data and records to support decision-making.
5. Benefits and Payroll Liaison: Serve as the primary contact for benefits and payroll, partnering with central teams to resolve issues and support timely, accurate processing and communication.
6. Organizational Development and Engagement: Collaborate with HR functional teams to deliver training, engagement, and communication initiatives that enhance culture and operational excellence.
7. Campus Collaboration: Act as a key HR liaison across academic and administrative units, ensuring policy alignment, shared governance input, and cohesive execution of university-wide initiatives.

Minimum Education/Experience

Education: Bachelor's Degree 

Experience: (5) Five Years Experience 

Substitution Statement: An equivalent combination of related experience and education may be considered for this role. Substitutions of the required experience or education will be assessed on a 1:1 substitution basis.

Preferred Qualifications

• HR Certification: SHRM-SCP, SPHR, or other equivalent HR certification
• Higher Education Expertise: Experience in academic HR administration or similarly complex environments
• Faculty Processes: Demonstrated knowledge of promotion/tenure systems, shared governance models, and academic appointment lifecycle management
• Athletics Personnel Experience: Demonstrated understanding of athletic department HR operations, including NCAA employment compliance, coaching staff compensation models, and academic integration strategies for dual-career hires.
• Cross-Functional Leadership: Proven experience collaborating with benefits, payroll, organizational development, and talent acquisition teams in decentralized environments
• Strategic Communication: Ability to translate complex HR concepts to diverse audiences (e.g., athletics, research institutes, auxiliaries, etc.)
• For full consideration, please include a resume and cover letter.

EEO Statement

The University of Mississippi provides equal opportunity in any employment practice, education program, or education activity to all qualified persons. The University complies with all applicable laws regarding equal opportunity and affirmative action and does not unlawfully discriminate against any employee or applicant for employment based upon race, color, gender, sex, pregnancy, sexual orientation, gender identity or expression, religion, citizenship, national origin, age, disability, veteran status, or genetic information.

Minimum Physical Requirements

Physical Requirements:  These physical requirements are not exhaustive, and additional job-related physical requirements may be added to these by individual agencies on an as needed basis. 

Corrective devices may be used to meet physical requirements.

Physical Exertion:  The incumbent may be required to lift up to approximately 10 pounds.

Vision:  Requirements of this job include close vision. Speaking/Hearing: Ability to give and receive information through speaking and listening.

Motor Coordination:  While performing the duties of this job, the incumbent is frequently required to talk and hear; and use hands to finger, handle, or feel. The incumbent is periodically required to sit. The incumbent is occasionally required to stand; walk; and reach with hands and arms

Interview Requirements: Any candidate who is called for an interview must notify the Department of Equal Opportunity/Regulatory Compliance in writing of any reasonable accommodation needed prior to the date of the interview.

Background Check Statement

The University of Mississippi is committed to providing a safe campus community. UM conducts background investigations for applicants being considered for employment. Background investigations include a criminal history record check, and when appropriate, a financial (credit) report or driving history check.