HR Business Partner - Organizational Effectiveness

Webster University•Webster Groves, MO

3h•$60,000 - $70,000

About The Position

The HR Business Partner, Organizational Effectiveness advances Webster University's mission and strategic priorities by supporting initiatives that strengthen leadership capability, workforce effectiveness, employee engagement, and organizational performance. The role partners with the Director, Talent Management/OE, HR business partners, and other internal stakeholders on talent management, leadership development, performance management, employee engagement, retention, and diversity and inclusion. It collaborates with campus leaders and subject matter experts to align learning programs with institutional goals and promote professional growth for staff, faculty, and adjunct roles. The position develops and delivers leadership learning experiences, supports performance improvement and engagement initiatives, and consults with university leaders to improve organizational effectiveness. It also manages related projects, communications, training programs, and metrics.

Requirements

At least 4–7 years of progressively responsible Human Resources experience, including experience leading complex talent, organizational effectiveness, or workforce initiatives and supervising professional staff.
Bachelor's degree in Organizational Development, Human Resource Management, or another related HR specialization, such as leadership development or learning and development.
Experience designing, developing, and delivering leadership development interventions and training solutions.
Exceptional communication, consulting, facilitation, and relationship-building skills, with the ability to influence and collaborate across all levels of the University.
Knowledge of human resources principles and practices, including talent management, performance management, organizational development, workforce planning, and employment law compliance.
Strong project management and organizational skills, with the ability to manage multiple priorities, drive strategic initiatives, and achieve results in a dynamic environment.
Ability to build trusted partnerships, exercise sound judgment, and handle sensitive employee and organizational matters with professionalism, discretion, and confidentiality.
Experience leading cross-functional initiatives, facilitating change, and collaborating with diverse stakeholders to achieve institutional goals.
Proficiency with HR technologies, workforce analytics, Microsoft Office applications, and other business systems used to support data-driven decision-making.
Ability to adapt to changing priorities, manage competing demands, and maintain effectiveness in a demanding environment.
Commitment to continuous improvement, customer service excellence, operational effectiveness, and fostering an inclusive and engaging workplace culture.

Responsibilities

Develop training initiatives, including workshops, e-learning, coaching, and on-the-job training, aligned with organizational strategy.
Produce instructional materials and resources for ongoing learning.
Facilitate in-person and virtual training sessions, adapting methods to audience needs.
Implement a monthly manager newsletter focused on building leadership competencies.
Manage internal communications and internal websites to promote programs and learning resources.
Measure training effectiveness, return on investment, and impact on business results.
Manage project timelines, milestones, and deliverables for organizational effectiveness initiatives, including the annual performance management process and leadership development programs.
Support the University's performance management framework by guiding and coaching leaders on goal setting, employee development, performance improvement, corrective action, and talent planning.
Train employees in person and virtually on the annual performance management process.
Support employee recognition, communication, and engagement initiatives that strengthen organizational culture, employee/student experience, and workforce effectiveness.
Manage administration of the annual mandatory training program, support employee buy-in and compliance, and report on metrics.
Embed diversity and inclusion best practices into programs and processes.
Partner with university leadership to foster accountability, engagement, continuous learning, and high performance aligned with the University's mission and strategic priorities.
Use workforce analytics, metrics, and reporting to identify trends, assess organizational effectiveness, and inform strategic talent and workforce decisions.
Research organizational development best practices and emerging tools, and recommend enhancements to existing programs.