Senior HR Consultant

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Job Title:

Senior HR Consultant

Department:

Human Resources | Strategic Initiatives

The Senior Human Resources Consultant (HR Business Partner 4) serves as a senior and at times lead role in the Strategic Initiatives function of Human Resources in either an academic unit, business unit or medical center setting.

The Senior Human Resources Consultant job classification is uncommon and is primarily used in organizations which a Sr. HR Consultant is needed to serve as a lead to help advise on strategy, structure and people – and the system as a whole. In addition, S4s may lead and counsel S2 and S3 HR Consultants and provide high level support to HRBPs and unit leadership, serves as an escalation point, make presentations to leaders, make decisions on behalf of HRBP, may serve on HRC selection committees when hiring HR Consultants, including leading special projects.

The SR HR Consultant leads the execution of operational work within the unit and may provide leadership to/supervise other HRCs. This role supports the HRBP in driving strategy and in leading the HR team and senior business leaders and associates in developing and executing key programs and initiatives and advises, influences and develops strategies to drive unit business success. In partnership with the HRBP, leads the unit in employee support/experience, onboarding/offboarding, reporting and analytics, talent acquisition, talent management, workforce planning, classification and compensation, employee and labor relations, organizational design and effectiveness. Serves as backup and SME to HR team on Workday transaction management and compliance.

Duties and Responsibilities:

70%

• Leads special projects in partnership with the HRBP

• Consults with HR shared services and centers of expertise to promote continuous improvement in strategic priorities.

• Interprets HR policies and approves exceptions to policies within a delegated authority

• Responds to escalated employee inquiries in ServiceNow

• Knows standard procedures, develops tools and resources, and serves as a resource to managers, employees, and other HRCS to teach procedures and/or troubleshoot when something goes wrong or provides resources for solutions.

• Evaluates unit classification/compensation strategy and works with HRBP to implement strategic market/equity decisions, advises on salary quote decisions

• Serves as escalation point for compensation decisions within defined guidelines established by career roadmap and HR policy

• Provides leadership for strategic objectives related to shared values, and employee engagement; evokes additional expertise with appropriate CoEs and leads cross-functional teams to achieve targeted outcomes

• Represents HRBP (in their absence) at internal meetings; may present on HR-related matters at meetings with unit or college leadership

• Runs and analyze reports / data to identify trends and common themes (e.g., employee engagement, retention, turnover, exit interviews) to align HR Strategy to business strategy and to help inform decision-making.

• Partners with Talent Acquisition to provide oversight for search committees and hiring of and staff positions

• Consults on developing the recruitment strategy for entire units and/or job functions to align with business strategy