Senior HR Partner - Talent and Culture (Hybrid)
West Virginia University

Morgantown, West Virginia

This job has expired.


Description

The department of Talent and Culture at West Virginia University is currently accepting applications for a Senior HR Partner.

About the Opportunity

The Senior HR Partner (SHRP) is a trusted advisor, assigned to client areas made up of Colleges/Divisions of WVU.  SHRP reports to the Executive HRP and is tasked with ensuring alignment between the Colleges/Divisions operations and the Talent and Culture (T&C) practices and objectives. SHRP formulates partnerships across the Talent and Culture (T&C) Division and Shared Services to facilitate the delivery of value-added services to management and employees that increases engagement and productivity. SHRP understands the Colleges’/Divisions’ strategy, providing dynamic solutions using experience, data analysis, and organizational agility to guide decision making.  In academic units, must work closely with the Provost’s office and be familiar with academic personnel policies and practices.  Serves as an extension of T&C Centers of Expertise.  

The SHRP provides consulting and coaching to departmental leaders and managers in order to support the Colleges’/Divisions’ vision, mission, and overall objectives. SHRP is also responsible for delivering a comprehensive and client-driven service, aligning both people management and organizational strategies.

The SHRP supports the operational activity of the HRP Team as needed, including hiring activity, classification and compensation, employee relations, benefits and employee development.

We strongly believe in work-life balance and keeping time for things we love outside our work. WVU offers generous benefits, including:

  • 13 paid holidays (staff holiday calendar)
  • 24 annual leave (vacation) days per year
  • 18 sick days per year, and the flexibility to use that time to care for immediate family members
  • WVU offers a range of health insurance and other benefits  
  • 401(a) retirement savings with 6% employee contribution match, eligibility to continue health insurance, and other retiree perks. Looking for more retirement benefits information? Check out retirement health insurance benefits, retirement income, and FAQ’s.
  • Wellness programs
What You'll Do

Management and Support
  • The SHRP consults with the Colleges’/Divisions’ leadership, the EHRP and the COE’s and to foster and promote the engagement of the University’s core values at all levels. The SHRP assists management and leadership in resolving employee relations issues and recommending action for sensitive and complex situations. Coaches the College/Division’s departmental heads and management in performance management processes, compensation programs, recruitment practices, and management decision making.
  • Assist leadership and management on performance management of employees as well as employment decisions. Play a major role in the management of varied projects throughout the Colleges/Divisions, actively participating in project teams, and implementing initiatives while simultaneously ensuring proper communication and collaboration with College/Division partners.
  • Advise and coach leaders with small-scale organizational changes. Assists EHRP with major restructuring efforts.
  • Oversee and manage complex employee-relations issues, in consultation with the EHRP and/or COE. Coach/educate the leader on management best practices and organizational policies.
Strategy
  • Play a strategic role in the direction of the talent management function in the Colleges/Divisions through appropriate assessment. The SHRP is responsible for leading the effective implementation of talent management initiatives in different departments and levels of the Colleges/Divisions.
  • Provide guidance and input on workforce planning, hiring decisions, and position reviews; ensuring that T&C processes are applied appropriately and in a legally compliant manner.
  • Ensure that there is alignment between talent management strategies and the existing Colleges’/Divisions’ policies and procedures. Work closely with Executive HRP and/or COE leadership in developing and applying changes to talent management strategies and establishing recruitment and development programs.
Recruiting/Talent Sourcing
  • Play a role in designing, developing, and executing full cycle recruitment plans and talent sourcing strategies that drive the attraction, selection, and successful recruitment of potential talent that will further promote the achievement of staffing goals as well as the organization’s overall objectives.
  • Develop and executes workforce plans, optimizing the candidate experience.
  • Promote diversity in the College/Division; collaborates with COE Affirmative Action Manager on diversity recruitment strategies.  
Collaboration 
  • A key function of the SHRP is maintaining healthy work relationships across the Colleges/Divisions, COE’s, and Shared Services. Participates in regular meetings with the Colleges/Divisions departments, building and developing trusted relationships with the leadership and employee groups.
  • Collaborate with and maintains good relationships with COE’s and Shared Services to ensure continuity of guidance, advice and problem-solving. Identify continuous improvement opportunities, collaborating with the COE and Shared Services in the development of solution strategies.
  • Work collaboratively with leaders throughout the Colleges/Divisions, assisting them in understanding compensation and rewards programs, training and development programs, and introduces and reinforces proper management and communication practices. Work with EHRP in developing the talent management plans and strategies. 
Analytics
  • Analyze available data to recommend and advise leadership decisions, seek out process improvement, and recommend programmatic needs.
  • Appropriately researches, consistently interprets and applies organizational policies and procedures. Analyze and report on trends related to talent management in the Colleges/Divisions and uses these findings to develop strategies and solutions
  • Review gaps in organizational talent capability within the Colleges/Divisions and develops action plans accordingly. The SHRP will analyze human resources program activity, prepare conclusions and observations, and present recommendations for improvement to the EHRP.
Knowledge
  • Maintain a clear and detailed knowledge of higher education trends, best practices, and labor law. 
  • Review policies, procedures and guidelines in the Colleges/Divisions, noting any discrepancies with T&C policies, procedures or organizational values and addressing it with the appropriate COE as needed.
  • Communicate/educate management on compensation programs and implementation guidelines. May respond to employee questions on compensation, consulting with the COE as needed.


Qualifications

  • The SHRP must have a bachelor's degree (master's preferred) in Human Resources, Organizational Psychology, Business or any other related field.
  • Three (3) years of professional HR working experience preferably working as a HR Partner.
  • Will also have demonstrated knowledge of relevant labor laws and practices. The candidate will have knowledge of a broad range of HR generalist practices, including recruitment/hiring practices, compensation, benefits, and/or employee relations.
  • Will have demonstrated problem-solving experience.
  • Communication Skills: The SHRP will need exceptional written and verbal communication skills. Examples of work products include preparing reports, developing presentations, and making recommendations to the Colleges/Divisions.
  • SHRP must be capable of tailoring even the most complex messages in a way that resonates with different audiences.
  • Ms Office: Must be proficient in the use of Ms Word, Ms Excel, and PowerPoint, all necessary for the creation of engaging materials, reports, presentations, and proposals.
  • Analytical Skills: The SHRP has to demonstrate skill for drawing actionable insights from information and data. Must also be capable of performing standard analyses on talent management policies and programs, drawing actionable solutions, identifying areas of improvement, and drawing detailed recommendations from those assessments, which will lead to an overall increased performance within the Colleges/Divisions.
  • Interpersonal Skills: Must be helpful and service-oriented, have an ability to work under pressure and meet tight deadlines, be able to be discreet when dealing with confidential information, and have an ability to handle multiple projects. SHRP must also be self-motivated, proactive, detail and results-oriented, having an ability to stay calm under pressure and in uncertainty, inspiring the same in the team.
  • People Skills: Must have the ability to form strong working relationships with others, earning their trust, and able to influence the Colleges/Divisions/University. Must have keen political sensitivity, diplomacy and the courage to advise leaders on unpopular positions.
  • Must demonstrate integrity, sincerity and transparency.
  • Must demonstrate the University values and lead by example.


About WVU

  • An appropriate people management qualification such as SPHR, and PHR, SHRM-SCP,SHRM-CP or CCP is a plus.


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