Sr. Director, Human Resources - HRBP

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CORE JOB FUNCTIONS

1.    Partners with leaders to develop talent strategies to attract, retain and develop talent, enable performance, and foster a culture to support the University’s mission and goals.
2.    Functions as a member of the client’s executive leadership team representing the talent/people agenda.
3.    Combines deep functional expertise in human resources and talent strategies with in-depth knowledge of business operations to inform solutions and plans. 
4.    Leads the planning for current and future human capital needs (e.g., workforce planning, talent reviews and succession planning).
5.    Diagnoses people, talent, and engagement issues and opportunities. Identifies root causes and designs and implements interventions, leveraging expert support from HR Centers of Excellence as needed.
6.    Identifies themes and drives systemic thinking to influence people and talent decisions and practices.
7.    Shares innovative and progressive HR practices and solutions to build organizational capabilities.
8.    Coaches leaders and provides actionable developmental feedback to enhance impact and effectiveness.
9.    Enhances leadership team effectiveness and capabilities through individual and group interventions.
10.    Participates in talent identification, development, and succession planning for key leader roles.
11.    Supports key leader transitions – participates in leader selection, assessment, onboarding, assimilation, exits and transitions.
12.    Educates leaders on effective change management practices and embeds change strategies into people/talent plans.
13.    Leverages HR and talent data and insights to drive behavior and decisions about talent and culture.
14.    Embeds belonging strategies into all aspects of human capital planning.
15.    Provides expert counsel on HR aspects of structure changes from design to implementation.
16.    Defines and aligns leaders with key competencies needed (people and organizational) to meet current/future goals.
17.    Works with leaders to ensure operational efficiency and effectiveness.
18.    Contributes to design, leads client launch, and manages on-going needs for HR organization-wide initiatives and programs.
19.    Accountable for delivery of HR services whether delivered personally or in partnership with HR colleagues.
20.    Facilitates information sharing/knowledge of clients with HR Centers of Excellence to inform organization-wide solutions.
21.    Leads clients through organization-wide HR programs (e.g., Compensation Planning, Performance Management, Goal setting, Engagement Survey Results/Action Planning).
22.    Collaborates with HR Centers of Excellence to design solutions to client/organizational needs.
23.    Represents the voice of the customer as a key stakeholder for HR programs and initiatives, and acts as a critical member of the change team.
24.    Hires, onboards, trains, and develops talent.
25.    Establishes and continuously assesses the effectiveness of the internal controls within the unit and compliance with University policies and procedures. Ensures employees are trained on controls within the function and on University policy and procedures.

This list of duties and responsibilities is not intended to be all-inclusive and may be expanded to include other duties or responsibilities as necessary.
 

CORE QUALIFICATIONS

Education:
Bachelor’s Degree in relevant field 

Experience:
Minimum 7 years of relevant experience as an HR director or senior HR business partner. 

Knowledge, Skills and Attitudes:
•    HR technical/functional knowledge: Workforce Planning, Job & Organization Design, Restructuring, Engagement, Belonging, Leadership Development, Leader Selection and Assessment, Leader Assimilation and Offboarding, Organization Development, Leveraging Compensation, Performance Management, Talent Management, Succession Planning, Team/Group Dynamics, and Goal setting and Alignment.
•    HR skills: Coaching, Consulting (including diagnosis/needs assessment, synthesizing patterns/trends and aligning stakeholders), Project Management, Change Management, Change A