HR Strategic Partner/Associate HR Strategic Partner

OSU Rec Sports - Sport. Leadership. Wellness.•Corvallis, OR

2d•$87,000 - $110,000

About The Position

Oregon State University’s University Human Resources HR Strategic Partner team is seeking an Associate HR Strategic Partner or HR Strategic Partner to join its established team. These are full-time, 1.00 FTE, 12-month professional faculty positions. The HR Strategic Partner provides tailored strategic consultation to OSU leaders, supports complex decision-making and problem-solving, and fosters a diverse, equitable, inclusive, and belonging-oriented environment. The role extends beyond traditional HR functions to address talent management, strategic planning, and organizational success. The HR Strategic Partner translates organizational priorities into actionable talent strategies aligned with assigned client groups’ goals; advises executive leadership on the full range of human resources services in the context of university guidelines and client-group culture and structure; and partners with university stakeholders to develop and implement solutions that enhance the employee experience. The position also champions change and delivers integrated, value-added HR solutions that address leadership and employee needs. Responsibilities include onboarding and coaching leaders, contributing to leadership and supervisory training, supporting strategic alignment and inclusive culture, analyzing workforce data, advising on organizational design and change, facilitating complex problem-solving, guiding performance management and employee relations, and leading change initiatives and HR business-cycle processes. Salary is commensurate with skills, education, and experience; the stated overall pay range is $87,000–$110,000 depending on the position hired. The anticipated start date is January 8, 2027.

Requirements

Associate HR Strategic Partner: Bachelor’s degree in a field relevant to assigned responsibilities and five years of experience providing human resources consultation and strategy, or an equivalent combination of relevant education and experience.
Demonstrated experience contributing to organizational development initiatives (Associate HR Strategic Partner).
Familiarity with change management methodologies and processes (Associate HR Strategic Partner).
Demonstrated experience consulting with leaders on retaining and developing high-performing teams while creating belonging and promoting inclusive excellence (Associate HR Strategic Partner).
Proven ability to influence decisions, provide feedback, and lead difficult conversations (Associate HR Strategic Partner).
Familiarity with compensation strategy (Associate HR Strategic Partner).
HR Strategic Partner: Demonstrated experience leading broad organizational development initiatives.
HR Strategic Partner: Demonstrated experience partnering with and consulting senior leaders or executive teams on complex matters.
HR Strategic Partner: Demonstrated experience defining and leading change management programs across diverse audiences.
HR Strategic Partner: Proven ability to influence high-impact decisions, provide critical feedback, and lead difficult conversations.
HR Strategic Partner: Ability to analyze data and connect complex organizational or business concepts, strategy, structure, and processes.
HR Strategic Partner: Demonstrated experience effectively coaching supervisors in proactive, effective, and equitable performance management.
HR Strategic Partner: Proven history of helping leaders attract, retain, and develop high-performing teams while creating belonging and promoting inclusive excellence.
HR Strategic Partner: Demonstrated understanding of compensation strategy.
Must successfully complete a criminal history check and be determined position-qualified under applicable university standards; incumbents must self-report convictions. Additional criminal history checks may apply to those working in youth programs.
Applicants must submit a resume/CV and a cover letter explaining how their qualifications and experience prepare them for the position.

Nice To Haves

Familiarity with OSU University Human Resources processes and procedures.
Current HR professional certification.
Experience performing HR or related duties in an institution of higher education or comparable environment.
Experience developing and delivering resources and training materials.

Responsibilities

Participate in onboarding and acclimating new leaders to OSU, explaining the university’s employment environment.
Serve as a trusted advisor to senior leaders and their teams, providing proactive guidance on complex, high-impact matters.
Assess leadership development needs and coach supervisors on employee experience and performance excellence in support of university and unit strategic plans.
Participate in developing and facilitating supervisory and leadership training within assigned units and for university-wide cohorts.
Contribute as a member of client leadership teams to advancing strategic goals in alignment with university and college strategic plans.
Support client organizations’ culture, employee engagement, talent development, and an inclusive environment where employees can thrive.
Analyze workforce trends, metrics, and analytics and provide insights on talent depth, retention, succession planning, and workforce planning.
Consult on organizational design, restructuring, change management, and implementation, considering impacts on employees and equitable outcomes.
Drive and facilitate complex problem-solving across unit- and university-level teams, translating priorities across areas of expertise.
Provide day-to-day guidance on performance management, coaching, and HR policy interpretation, and develop supervisors’ capacity to manage performance effectively and equitably.
Foster positive relationships between management and employees and promote an inclusive, respectful workplace.
Partner with Employee & Labor Relations to maintain legal compliance and minimize risks.
Collaborate with University Human Resources and campus partners to champion and implement impactful, inclusive change initiatives.
Lead process- and data-driven change efforts aligned with unit strategies and the university strategic plan, Prosperity Widely Shared.
Ensure client participation in university-wide HR initiatives and guide processes such as contract renewals, performance appraisals, and merit cycles to promote equity and transparency.