Human Resources Business Partner

Human Resources Business Partner University Overview

The University of Pennsylvania, the largest private employer in Philadelphia, is a world-renowned leader in education, research,and innovation. This historic, Ivy League school consistently ranksamong the top 10 universities in the annual U.S. News & World Report survey. Penn has 12 highly-regarded schools that provideopportunities for undergraduate, graduate and continuing education,all influenced by Penn's distinctive interdisciplinary approach to scholarship and learning. As an employer Penn has been ranked nationally on many occasions with the most recent award from Forbeswho named Penn one of America's Best Large Employers in 2023.

Penn offers a unique working environment within the city of Philadelphia. The University is situated on a beautiful urban campus, with easy access to a range of educational, cultural, and recreational activities. With its historical significance and landmarks, lively cultural offerings, and wide variety of atmospheres, Philadelphia is the perfect place to call home forwork and play.

The University offers a competitive benefits package that includes excellent healthcare and tuition benefits for employees and their families, generous retirement benefits, a wide variety of professional development opportunities, supportive work and family benefits, a wealth of health and wellness programs and resources,and much more.

Human Resources Business Partner

Director, Human Resources, School/Center

This position provides strategic consultation and operational leadership in workforce planning, organizational design, employeeand labor relations, talent management, performance management,leadership coaching, organizational change, compliance, and employee engagement. The HRBP serves as a trusted advisor, helpingleaders navigate complex organizational and workforce challengeswhile ensuring alignment with university policies, values, and strategic objectives.

Job Responsibilities

• Serve as the primary strategic HR advisor to senior leadership,providing consultative guidance on organizational effectiveness,workforce planning, talent strategies, and employee engagement.
• Develop trusted partnerships with leaders to align humancapital strategies with institutional and departmentalpriorities.
• Advise leadership on emerging workforce trends, organizationalrisks, succession planning, and long-term talent strategies.
• Utilize workforce analytics and HR metrics to identify talenttrends, inform staffing needs and other decision-making, and recommend data-driven solutions.

• Lead organizational design initiatives, including evaluatingreporting structures, workflows, staffing models, and resource allocation to improve organizational effectiveness.
• Partner with leadership to plan and implement organizational changes, restructuring efforts, and workforce transitions while minimizing disruption and maintain employee engagement.
• Facilitate change management strategies that support successful implementation of new initiatives, organizational priorities, and business transformations.
• Identify opportunities to improve HR processes, operational efficiencies, and service delivery.

• Partner with leaders to identify current and future talentneeds through strategic workforce planning.
• Facilitate talent review and succession planning processes to strengthen organizational capability and leadership pipelines.
• Identify competency gaps and recommend learning, leadership development, coaching, and career development opportunities.
• Collaborate with Learning and Organizational Development teamsto build leadership capability across client organizations.

• Advise leaders throughout the performance management cycle,including goal setting, coaching, feedback, performance improvement, and recognition.
• Coach managers on effective leadership practices, difficultconversations, conflict resolution, employee development, and accountability.
• Support leaders in addressing complex employee performance issues while promoting consistency, fairness, and compliance.

• Serve as a trusted advisor on employee relations matters,conducting or supporting investigations and recommending appropriate solutions.
• Provide guidance regarding policy interpretation, workplace concerns, conflict resolution, corrective actions, and employment decisions.
• Partner with leadership to foster an inclusive, respectful, andhigh-performance workplace culture.
• Develop and implement strategies that enhance employee engagement, belonging, retention, and the overall employee experience.
• Oversee onboarding and offboarding processes to ensure aseamless and positive employee experience.

• Ensure compliance with federal, state, and local employment laws, University policies, collective bargaining…