Partner Account Manager Jobs in Mississippi

INTRODUCTION

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.

Join the Ole Miss Family — Build Your Legacy Here!

Department:

Human Resources

Job 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.

Job Description:

• Provides human resources consultation and support to a designated business unit to define and execute HR strategies that enable accomplishment of business objectives.
• Develops workforce plans and an understanding of external customer trends and issues in the industry that could potentially impact business.
• Leads organizational assessment that converts strategies into result-driven actions.
• Utilizes knowledge of various human resources functions to provide tactical support to line managers.
• Acts as liaison with other HR functions.
• Provides change management leadership as needed.

Job Responsibilities:

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 a 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.

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.

Minimum Qualifications:

Bachelor's degree and 6 years of related 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.

Education Qualifications:

Bachelor's (Required)

Experience:

Relevant experience | 6 Years | Required

Compensation:

$68,681.60 - $103,001.60

Interview Requirement:

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.

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 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, national origin, ethnicity, citizenship, age, disability, military status, protected veteran status, genetic information, or any other legally protected status.

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.