HR Business Partner

HR Business Partner, Performance

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 ranks among the top 10 universities in the annual U.S. News & World Report survey. Penn has 12 highly-regarded schools that provide opportunities 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 Forbes who named Penn one of America's Best Large Employers in 2023.

HR Business Partner, Performance

Associate Director C, Human Resources, School/ Center

DAR HR is seeking a strategic, people-centered HR Business Partner(HRBP) with broad HR generalist experience, dedicated to building an inclusive, high-performing workplace where every employee feels valued, supported, and empowered to grow. Highly organized and collaborative, this professional thrives in dynamic, matrixed environments and effectively balances strategic insight with hands-on HR expertise. Success in this role is driven by adaptability, strong partnership and influencing skills, and a genuine passion for fostering an engaged workforce.

Committed to supporting organizational leaders and collaborating closely with the broader DAR HR team, this HRBP helps advance strategic priorities while driving individual, team, and organizationalsuccess.

• Serve as a trusted advisor to leaders and employees, managing complex employee relations matters with fairness, integrity, and sound judgment.
• Handle sensitive matters including conflict resolution, performance improvement, and disciplinary actions, ensuring alignment with legal and policy requirements.
• Collaborate with cross-functional partners to design and implement HR programs that advance organizational goals and enhance employee engagement.
• Partner with leaders to strengthen performance management practices and promote a culture of continuous feedback and accountability.

• Manage onboarding programs for new DAR staff, ensuring a consistent and engaging experience through the first 90 days.
• Use data and feedback to assess onboarding effectiveness, identify improvement opportunities, and recommend process enhancements.
• Collaborate with the HR Generalist and hiring managers to ensure onboarding aligns with organizational culture and performance expectations.
• Manage and coordinate offboarding processes for all DAR staff, ensuring compliance with best practices and positive employee experience.
• Analyze offboarding data to identify trends and recommend process improvements based on qualitative and quantitative insights.

• Partner with the Director of HR and department leaders to support strategic workforce planning, including team structure, role alignment, and organizational design.
• Use data-driven insights to anticipate future talent needs and support proactive staffing strategies.

• Support the Director of Learning & Development in designing, developing, and co-facilitating training programs and materials focused on performance management, goal setting, and other HR topics that might come up.
• Develop and deliver training resources on broader HR topics to support employee and manager effectiveness.
• Serve as the HR subject matter expert on learning and development initiatives

• Contribute to ongoing efforts to strengthen HR operations by leveraging data analytics to inform strategic decisions and promote operational excellence.
• Provide expert guidance on HR policies, compliance, and workplace challenges while fostering a positive, inclusive, and people-centered culture.
• Champion HR excellence and continuous improvement across all facets of the employee lifecycle.

• Bachelor's degree and 3 to 5 years of progressive HR experienceor equivalent combination of education and experience is required.
• HR Generalist Expertise:
  Demonstrated experience managing employee relations, with the ability to provide strategic support on workforce planning, compensation, and performance review initiatives.
• Compliance & Policy Knowledge:
  Deep understanding of employment laws, HR policies, and compliance standards, with the skill to apply them effectively to resolve workplace issues and ensure organizational integrity.
• Interpersonal & Communication
  
  Skills:
  
  Strong interpersonal and communication skills, with a proven ability to build trusted relationships with stakeholders and provide practical, empathetic HR coaching and support.
• Problem-Solving & Decision-Making:
  Strong judgment and analytical skills, adept at navigating complex employee matters and addressing sensitive issues with discretion and fairness.
• Collaboration & Teamwork:
  Experience working…