Senior HR Business Partner, School of Public Health; Hybrid - Human Resources

Position Overview

Position Summary Provides complex HR support for school/s, departments, and Senior Business Partners with executing the employee initiatives that equip various stakeholders in their complex needs around operations, business strategy and organizational growth. Supports diverse HR processes, provides initial guidance on HR matters, and drives the implementation of HR programs. Leads members of HR to solve problems by combining consulting agility with strong institutional experience and deep HR expertise, this role will ensure effective and smooth execution of HR policies/practices and initiatives that align with the University's strategic goals.

Leads team members who serve as active catalysts for employee relations, workforce planning, recruitment and alignment for consistent practice around how employees are managed and opportunities for them to grow and flourish. May provide guidance and help with budget related planning.

Strategic HR Partnership

• Partners with academic and administrative leaders to develop and implement people strategies that advance institutional objectives, operational efficiency, and academic excellence.
• Advises and consults with deans, department chairs, and/or managers on a wide range of HR topics, including performance management, faculty and staff development, workforce planning, total rewards, organizational design, and employee engagement.
• Anticipates workforce trends and proactively identify human capital needs, leading initiatives that address retention, engagement, and evolving skill requirements within the academic and administrative workforce.

Program Implementation and Change Management

• Oversees the local implementation of HR programs and processes—such as performance management, talent reviews, and succession planning—ensuring alignment with university policies and values.
• Partners with unit leadership to plan and execute organizational changes with significant people impact (e.g., reorganizations, realignments, or reductions in force), ensuring transparent and compliant processes.
• Serves as a change champion by facilitating communication, adoption, and long-term integration of institutional HR initiatives and strategic projects.

Collaboration and Stakeholder Management

• Serves as a liaison between assigned schools/departments, the HR Solutions Center, and the Centers of Excellence (CoEs) to ensure consistent and effective delivery of HR services across the university.
• Collaborate with CoE teams to tailor and implement HR solutions that address the distinctive needs of academic and administrative units.
• Provides feedback and insights to CoE teams regarding HR policies, programs, and knowledge base resources to promote continuous improvement and institutional relevance.
• Partners with Finance and administrative business officers to align workforce and budget planning, ensuring responsible stewardship of institutional resources.
• Engages with campus partners (e.g., Faculty Affairs, Diversity & Inclusion, Learning & Development, Employee Relations) to connect leaders with appropriate HR expertise and institutional resources.

Data Analysis and Insights

• Monitors and interprets HR metrics and dashboards (e.g., headcount, turnover, diversity, faculty/staff demographics) to identify trends and inform data-driven decision-making.
• Analyzes HR data specific to schools and departments to provide leadership with actionable insights and recommendations that support strategic and operational goals.

Policy, Compliance & Continuous Improvement

• Helps in leading CoEs on HR policies, processes, and knowledge base content to improve accuracy and accessibility. Maintains awareness of employment laws and university policies to ensure compliance and effective policy interpretation.
• May lead and support change management efforts and serve as a change champion for HR and organizational initiatives. Helps manage downstream impacts of HR initiatives to support effective implementation and alignment across the organization.

Communications and Engagement 10%

• Leads and supports unit-specific communications regarding HR initiatives, policy updates, and key processes. Collaborates with leaders to design and implement engagement strategies that strengthen workplace culture, foster inclusion, and enhance faculty and staff retention.

Performs other duties as assigned.

Job Location/Working Conditions

• Normal office environment.

Physical Effort

• Typically sitting at desk or table.
• Repetitive wrist, hand, or finger movement.
• The work is normally performed in the offices located across the university’s campuses. There will be activities that require trips to many University offices and offsite locations.

Equipment

• Office equipment.

The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all job duties performed by the personnel so…