Senior Strategic Human Resources Business Partner

The Talent Acquisition department hires qualified candidates to fill positions which contribute to the overall strategic success of Howard University. Hiring staff “for fit” makes significant contributions to Howard University’s overall mission.

At Howard University, we prioritize well-being and professional growth.

Here is what we offer: 

• Health & Wellness: Comprehensive medical, dental, and vision insurance, plus mental health support
• Work-Life Balance: PTO, paid holidays, flexible work arrangements
• Financial Wellness: Competitive salary, 403(b) with company match 
• Professional Development: Ongoing training, tuition reimbursement, and career advancement paths
• Additional Perks: Wellness programs, commuter benefits, and a vibrant company culture

Join Howard University and thrive with us! 

https://hr.howard.edu/benefits-wellness

We are searching for our next Senior Strategic Human Resources Business Partner who will collaborate with university leadership teams and Office of Human Resources to develop and deliver effective human capital programs and policies and practices that align with business objectives, drive superior business results, and contribute to the overall efficiency and effectiveness of the organization. The position will focus primarily in the areas of workforce strategy, organizational effectiveness, change leadership and management, managerial coaching, and employee relations support.

SUPERVISORY AUTHORITY:

The incumbent may supervise and formally plan, assign, direct, and coordinate the work of staff personnel and may typically be responsible for performing some non-supervisory duties in addition to supervisory responsibilities. Will perform staff evaluations and make recommendations regarding pay and/or performance.

NATURE AND SCOPE:

Maintains contacts with senior executives, departmental managers and faculty, staff, and student employees.  The incumbent will work closely with the Director of Employee Relations and Human Resources Services, and other university and hospital personnel.

PRINCIPAL ACCOUNTABILITIES:

• Serve as the central human resources administrator to the department managers, deans, department chairs, and college/school directors to manage complex personnel matters and issues and for providing proactive human resources services and for the advisement of operating unit leadership

• Collaborate with senior executives and department managers for implementing strategic faculty and staff objectives; directs and coordinates the administration of staff and faculty personnel programs and oversees the human resources function for the designated departments, schools, colleges, and auxiliary units

• Develop and lead the implementation of HR programs, policies, and processes within the departments, including but not limited to, workforce planning, talent acquisition and management, onboarding, goal setting, performance management, total rewards, colleague engagement, leadership assessments and succession planning

• Collaborate with the Director of Employee Relations and Human Resources Services to communicate and enforce University human resources policies, guidelines, programs, and directives; coordinates with University EEO and Employee Relations manager for matters that regard employee relations issues including investigating, coaching, advising, and reporting when necessary

• Communicate organizational culture, policies and procedures, tools and resources to colleagues and internal clients; provide training, coaching and collaboration with business leaders in employee development, teambuilding, performance management and talent planning; assist leaders with development plans for teams and employees

• Partner with senior executives and departmental leaders to develop and drive strategic workforce plans, with clear, actionable steps, that optimize the organization's talent, structure, process, and culture

• Collaborate with the Director of Employee Relations and Human Resources Services to ensure focus on results and outcomes of the University and to understand departmental strategy and goals, and translate those goals into actionable HR objectives in support of College and University business strategy

• Work closely with functional areas of the Office of Human Resources to drive the development of strategies and programs that address the specific needs of business units

• Perform other relative duties as assigned by the Dean and Associate Dean and the Director of Employee Relations and Human Resources Services

CORE COMPETENCIES:    

• Demonstrated ability to interact comfortably with a wide range of constituents and to establish working relationships with leaders and staff at all levels of the organization and to be both a team builder and an advocate for the HR function

• Knowledge of the federal and state regulations governing human resource functions; experience with personnel transactions, budgeting, forecasting and financial reporting

• Outstanding business acumen through analytical/metrics capabilities that demonstrates an understanding of evolving business contexts, stakeholder expectations, and business requirements

• Ability to communicate and collaborate with various levels of university members and teams to ensure that the College’s overall goals are met; to tactfully challenge the views of others while simultaneously serving as a collaborative partner

• Strategic positioner with an understanding of evolving business contexts, stakeholder expectations and business requirements

• Ability to translate expectations and business requirements into talent, culture and leadership actions; demonstrated experience to effectively resolve conflict and solid problem-solving capabilities

• Credible activist with a clear point of view of how to build business performance

• Solid experience with Talent Management components such as workforce planning, talent assessments, skill-gap analysis, succession planning, organizational design, talent development, etc.

• Demonstrated ability to implement effective HR strategies and initiatives

• Experience collaborating with all members of an HR team to ensure that the department’s overall goals are met

• Ability to build and leverage effective relationships and influence decisions and behaviors through partnering with mid-level to senior members of the organization

• Experience effectively resolving conflict and solid problem-solving capabilities

• Must have process and project management experience with proven ability to meet deadlines, work independently, prioritize competing tasks, and to problem-solve

• Excellent verbal and written communication skills to communicate complex concepts and recommendations into simple and compelling presentations

• Microsoft Office competencies and ability to perform administrative processing in Workday environment

• Strong oral and written communication skills in English; ability to influence, persuade, clearly articulate policies and decisions, and to communicate complex concepts and recommendations into simple and compelling presentations to staff and faculty at all organizational levels

• Other duties as assigned

MINIMUM REQUIREMENTS:

Bachelor’s degree in human resources, business management, business administration or a related field or 15 years of professional work experience relating to the essential job duties.

10 years of professional experience as a human resources consultant, generalist or manager may be considered an equivalent of position requirement.

A broad knowledge and experience of the principles and practices of human resource management and at least five years

Higher education or health services experience, SRHM / HRCI certification, and master’s degree are preferred.

Compliance Salary Range Disclosure

Compensation Range: $100,000 - $115,000