HR Manager, Business Partner

What if your next job wasn’t just a role, but a place where you truly felt valued, inspired, and empowered? Imagine working for a company that’s dedicated to educating, inspiring, and empowering others, while fostering a family-like atmosphere that genuinely respects and appreciates every team member. Now, imagine that this company also offers A flexible hybrid work schedule

• Strong, guiding values that drive everything we do
• Outstanding benefits to support your well-being
• The opportunity to make a meaningful impact every day

Does that sound like a place where you’d thrive?

If so, keep reading, because this is exactly what Westcliff University is all about. Here’s a glimpse of what makes our culture amazing: At Westcliff, we strive to be the best in all we do, celebrating and supporting each team member as we grow and succeed together. As a global leader in innovative education, we’re known for our transformative, tech-driven programs and our unwavering and commitment to excellence.

Our tagline – Educate. Inspire. Empower. – perfectly sums up our mission: to create opportunities for students and employees to achieve success through hard work and empowerment.

By joining the Westcliff team, you’ll have the chance to leave your personal mark on a growing institution, helping us shape the future of education while being part of a supportive and innovative community. Ready to feel inspired and appreciated while making a real difference?

Apply now, and let’s grow and succeed together!

HR Manager, Business Partner

The HR Manager, Business Partner (HRM-BP) plays a strategic leadership role in aligning people

strategies with business objectives across assigned departments or functions. This role serves as

a trusted advisor to senior leaders and provides high-level guidance on organizational design,

talent management, change management, and performance optimization. The HRM-BP also

leads a team of three HR Generalists, ensuring consistent, high-quality execution of HR

programs and processes.

Supervisory Responsibilities:

- Directly supervises and supports a team of three HR Generalists.

- Provides coaching, performance feedback, and professional development for the HR team.

- Oversees day-to-day HR operations to ensure alignment with organizational goals and

compliance with employment laws.

Key Duties and Responsibilities:

- Builds and maintains strong relationships with departmental leaders to provide strategic

guidance and workforce planning support.

- Collaborates with leadership to implement organizational initiatives, cultural improvements,

and DEI strategies.

- Participates in the development and execution of HR strategies that drive talent attraction,

retention, and engagement.

- Provides direction, training, and mentorship to HR Generalists to ensure consistent execution

of policies and processes.

- Sets performance expectations and monitors progress, providing regular feedback and

coaching.

- Promotes a culture of continuous improvement and service excellence within the HR team.

- Leads complex and high-risk employee relations matters, ensuring thorough documentation

and compliance with federal and state labor laws.

- Oversees investigations and partners with legal counsel and leadership on outcomes as

needed.

- Maintains knowledge of and ensures compliance with changing employment regulations,

providing proactive updates and guidance.

- Oversees implementation of key HR programs including onboarding, performance

management, employee engagement, and exit processes.

- Partners with internal stakeholders to review, enhance, and scale HR programs based on

organizational growth and employee feedback.

- Supports compensation reviews, job evaluations, and workforce restructuring initiatives in

collaboration with senior leadership.

- Identifies leadership and skill development needs and facilitates training strategies to support

growth and succession planning.- Supports the execution of performance improvement plans and career pathing programs.

- Collaborates with Talent Acquisition to ensure recruitment strategies are aligned with

department needs and organizational priorities.

- Analyzes HR metrics (e.g., turnover, retention, engagement, exit trends) to recommend data-

driven solutions and improvements.

- Prepares reports and dashboards for executive leadership, identifying trends and forecasting

talent needs.

Required Skills and Abilities:

- Proven leadership and supervisory skills with the ability to inspire and lead a team.

- Strong interpersonal skills with the ability to build relationships across all levels of the

organization.

- Demonstrated ability to think strategically and execute operationally.

- In-depth knowledge of California labor law and HR best practices.

- Exceptional communication, problem-solving, and decision-making skills.

- Proficiency in Google Suite and HRIS platforms.

Education and Experience:

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

- SHRM-CP, SHRM-SCP, PHR, or SPHR certification strongly preferred.

- 4+ years of progressive HR experience, including 2+ years in a supervisory or HR management

capacity.

- Experience running payroll a strong plus. 

- Experience in a higher education, nonprofit, or similarly complex, fast-paced environment is a

plus.

LIMITATIONS AND DISCLAIMER

The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws. Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an at-will basis, unless otherwise contractually bound.

Westcliff University is an Equal Opportunity Employer