HR Partner

PAY GRADE: 32E

CONTEXT OF THE JOB:

Under limited direction, the HR Partner serves as a strategic consultant to assigned colleges and units within the organization. This role focuses on providing expert guidance on various HR functions, including organizational design, workforce planning, employee relations, and training and development. This HR leader builds strong relationships with HR colleagues in the Centers of Excellence and actively maintains contemporary knowledge of emerging HR trends and legislation. The HR Partner plays a critical role in enhancing employee engagement, leading change, shaping organizational culture, and supporting the overall strategic goals of the institution.

The HR Partner will primarily support the College of Health Sciences, the Division of Enrollment Management, and the University of Delaware Graduate College.

MAJOR RESPONSIBILITIES:

Consultation and Advice

• Provide strategic consultation to assigned colleges/units in areas such as strategy development, organizational structure, and compensation.
• Collaborate with leadership to align HR initiatives with the goals of the college/unit. Align HR strategies with institutional and college/unit objectives to ensure that workforce planning supports the university’s direction. Utilize strategies such as change management, talent and continuity planning, reorganization and creation of new positions, to support emerging business needs.
• Provide management/leadership coaching to enhance manager effectiveness towards talent and strategic priorities.

Organizational Design and Workforce Planning

• Lead and consult on organizational design initiatives, workforce planning, and succession planning to ensure optimal talent management.
• Conduct skills, experience and demographic analysis and identify strengths and opportunities of the organization’s human capital to make informed decisions about recruitment, training and development. Analyze factors such as turnover rates, retirement projections and the need for future competencies to inform workforce planning.
• Lead initiatives that enhance the perspective of the organization in innovative recruitment methods, learning and development models, and retention strategies.

Employee Relations Support

• Partner with Employee & Labor Relations and college/unit leadership to support the effective management of employee and labor relations matters, ensuring consultation with E/LR on disciplinary actions and terminations, and alignment with best practices and final determinations.
• Provide comprehensive employee relations support, including but not limited to conflict management and mediation, conducting investigations, and addressing performance concerns.
• Advise employees and managers on pertinent institutional policies and procedures, and compliance requirements.
• Provide an approachable environment for discussion and resolution of employee/labor relations issues. Serve as a trusted resource for employees and managers in resolving workplace conflicts.

Training and Development

• Identify training and development needs within the assigned colleges/units and develop tailored training programs in partnership with Talent & Organizational Development to enhance employee competencies.

Employee Engagement and Organizational Culture Assessment

• Conduct effective assessment and program evaluation to enhance employee engagement and organizational culture.
• Plan and facilitate change initiatives such as retreats and team development activities to strengthen cultural readiness, collaboration and morale.

Data Analysis and Recommendations

• Review HR data to identify trends and risks, making informed recommendations to management to enhance decision-making. Utilize data to forecast future skill set needs and resource requirements, talent gaps, and organizational spans and layers.
• Develop clear action plans with specific timelines, responsibilities and key performance indicators (KPIs) to support organizational goals. Review and adjust strategies based upon evolving business needs and market conditions.
• Establish metrics to determine success of initiatives such as engagement scores and return on investment (ROI) on training.
• Utilize data-driven insights to enhance HR strategies and initiatives.

Stakeholder Engagement

• Build and maintain strong relationships with key stakeholders across the organization to ensure that strategic business goals and client support needs are met. Key relationships for this role’s success include, but are not limited to: Deans