HR Strategic Partner/Associate HR Strategic Partner

OSU Oregon State University•Corvallis, OR

17h

About The Position

Oregon State University’s University Human Resources HR Strategic Partner team is hiring an Associate HR Strategic Partner or HR Strategic Partner. 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 helps foster a diverse, equitable, inclusive, and belonging-oriented environment. The role takes a holistic approach to talent management, strategic planning, and organizational success, translating organizational priorities into actions that attract, develop, and retain talent in alignment with assigned client groups’ strategic goals. The HR Strategic Partner serves as a trusted advisor and consultant to executive and senior leaders, collaborating with university stakeholders to develop and implement solutions that improve the employee experience and support organizational goals. The position acts as a change agent, advancing diversity, equity, and inclusion through initiatives such as policy updates, training, and cultural change. It provides integrated, strategic HR solutions informed by knowledge of client groups and addresses the needs of both leaders and employees. The position supports leadership onboarding, coaching, and development; contributes to client and university-wide strategy; analyzes workforce data and trends; advises on organizational design, restructuring, and change management; supports performance management and employee relations; and guides client participation in university HR initiatives and business cycles. The role partners with Employee & Labor Relations and other campus stakeholders to facilitate compliant, equitable, and effective outcomes. The posting lists an overall salary range of $87,000–$110,000, depending on the position hired, with starting salary commensurate with skills, education, and experience. The anticipated start date is January 8, 2027. To ensure full consideration, applications must be received by November 19, 2026; applications may continue to be accepted until the position is filled or a sufficient applicant pool is achieved. Applicants must submit a resume/CV and a cover letter. The position is designated critical or security-sensitive and requires successful completion of a criminal history check and a determination of position qualification. OSU also conducts a review of the National Sex Offender Public website prior to hire.

Requirements

Associate HR Strategic Partner: Bachelor’s degree in a field relevant to assigned responsibilities and five years of experience providing human resource 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 leaders on retaining and developing high-performance teams while creating belonging and promoting inclusive excellence (Associate HR Strategic Partner).
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: Ability to influence high-impact decisions, provide critical feedback, and lead difficult conversations.
HR Strategic Partner: Ability to analyze data and make connections across 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-performance teams while creating belonging and promoting inclusive excellence.
HR Strategic Partner: Demonstrated understanding of compensation strategy.
Successful completion of a criminal history check and determination of position qualification, as the position is designated critical or security-sensitive.
Applicants must submit a resume/CV and a cover letter indicating how their qualifications and experience have prepared 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 a comparable environment.
Experience developing and delivering resources and training materials.

Responsibilities

Participate in onboarding and acclimating new leaders to OSU, explaining the university’s nuanced employment environment.
Advise senior leaders and their teams on complex, high-impact matters and support their success and the university’s goals.
Assess leadership development needs and coach supervisors to foster employee experience and performance excellence in support of university and unit strategic plans.
Help develop and facilitate supervisory and leadership training for assigned units and university-wide cohorts.
Contribute as a member of client leadership teams to advancing strategic goals aligned with university and college strategic plans.
Support client organizations’ culture, employee engagement, and talent development, promoting an inclusive environment where employees from diverse backgrounds and perspectives 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 effects on employees and equitable outcomes.
Drive and facilitate complex problem-solving across unit- and university-level teams and translate priorities across areas of expertise.
Provide day-to-day guidance on performance management, coaching, and HR policy interpretation, helping supervisors manage employee performance effectively and equitably.
Build positive relationships between management and employees and promote an inclusive, respectful workplace.
Partner with Employee & Labor Relations to maintain legal compliance and minimize risks.
Champion and collaborate on initiatives with University Human Resources and campus partners to develop and deploy impactful, inclusive programs.
Lead change efforts using process management and data-driven approaches aligned with unit strategies and the university’s Prosperity Widely Shared strategic plan.
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.
Translate organizational priorities into actionable talent strategies that attract, develop, and retain employees.
Form partnerships with university stakeholders and leaders, co-create solutions, and facilitate those solutions through to completion.
Drive initiatives that promote diversity, equity, and inclusion, including policy, training, and cultural change efforts.
Deliver strategic, value-added HR solutions that address leadership and employee needs.