Human Resources Business Partner - Academic Affairs

Webster University•Saint Louis, MO

17d

About The Position

The Senior Human Resources Business Partner (Senior HRBP) – Academic Affairs is the first point of contact for faculty human resources matters and provides day-to-day strategic and operational HR consultation to Deans, Department Chairs, and other academic leaders across the Schools and Colleges. Reporting directly to the Associate Vice President, People & Culture, the role translates institutional people priorities into consistent faculty employment practices. The AVP retains primary HR partnership responsibility with the University’s executive leadership team, including executive-level strategic and organizational matters. The Senior HRBP partners in full-time and adjunct faculty recruitment and selection, working with Academic Affairs hiring leaders and Talent Acquisition. The position also maintains a dotted-line functional relationship with Academic Affairs Administrative Managers to coordinate faculty employment workflows, standardize processes, and resolve operational issues. Administrative Managers retain their formal reporting relationships and personnel supervision within Academic Affairs. The role coordinates faculty employment lifecycle processes, supports talent and organizational effectiveness initiatives, advises on employment policies and governance, and works across HR and university functions to improve service delivery. It supports accurate employment records and workforce reporting, audit readiness, process documentation, and appropriate escalation of complex or sensitive matters. The position requires a bachelor’s degree in a relevant field and seven to ten years of progressively responsible HR experience. The salary range is $80,000–$90,000 annually.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Higher Education Administration, Organizational Leadership, or a related field.
Seven to ten years of progressively responsible HR experience, including HR business partnership, senior-level consultation, or equivalent leadership responsibilities.
Experience supporting academic or other senior organizational leaders in a complex, matrixed organization.
Demonstrated experience coordinating professional colleagues and cross-functional teams, leading HR projects, and implementing workforce planning, employment governance, and organizational change initiatives.
Exceptional communication, consultation, negotiation, and relationship-building skills.
Expertise in HR business partnership, faculty and staff employment administration, employee relations, workforce planning, compensation, performance management, and employment law.
Ability to advise academic leaders on complex workforce matters, apply University policies consistently, and escalate executive-level matters through the AVP, People & Culture.
Knowledge of higher education employment practices, including faculty recruitment and selection, appointments, contracts, promotions, tenure, leaves, compensation actions, and academic employment processes.
Strong project management, operational coordination, coaching, conflict resolution, and change-management skills; ability to influence and guide Administrative Managers through a dotted-line functional relationship without direct supervisory authority.
Ability to analyze workforce data, identify employment and operational risks, and recommend practical, institutionally aligned solutions.
Experience coordinating cross-functional initiatives with Academic Affairs, Talent Acquisition, Payroll, Benefits, Finance, Legal, and other HR partners.
Working knowledge of ADA, FMLA, wage and hour requirements, immigration sponsorship, and applicable federal and state employment laws; sound judgment regarding referrals to compliance specialists.
Proficiency with HRIS, workforce analytics, Microsoft Office, and enterprise systems.
Commitment to service excellence, confidentiality, process improvement, and institutional stewardship.

Nice To Haves

Master’s degree preferred.
Higher education and faculty employment experience strongly preferred.
Direct supervisory experience is beneficial but not required.

Responsibilities

Serve as the first point of contact for faculty HR questions, concerns, and employment matters, coordinating resolution with relevant institutional partners.
Advise Deans, Department Chairs, and academic leaders on faculty workforce planning, employment decisions, performance, organizational changes, and people-management practices.
Elevate executive-level matters to the AVP, People & Culture.
Provide confidential guidance on faculty employment policies, escalation pathways, and institutional practices; identify workforce risks and recommend solutions.
Partner on recruitment and selection of full-time and adjunct faculty, advising on recruitment planning, selection, equitable practices, hiring approvals, and offer coordination.
Coordinate faculty employment lifecycle processes, including appointments, contracts, adjunct assignments, onboarding, promotions, tenure-related employment actions, compensation changes, leaves, retirements, and separations.
Coordinate faculty hiring workflows, appointments, contracts, documentation, and HR transactions with Academic Affairs Administrative Managers through a dotted-line functional partnership, without direct personnel supervision.
Coordinate faculty employment records, Faculty Master Summary reporting, data integrity, and workforce reporting with institutional owners.
Partner with appropriate offices on student employment matters affecting Academic Affairs and on immigration sponsorship and work authorization.
Partner with Talent Management & Organizational Effectiveness on performance management, leadership development, engagement, succession planning, and talent review initiatives.
Advise academic leaders on workforce trends, leadership capability, retention, and organizational effectiveness using workforce data and measures.
Advise on consistent application of employment policies and refer specialized compliance matters to accountable subject-matter owners.
Support audit readiness, process documentation, records accuracy, faculty employment controls, and timely escalation of complex or sensitive issues.
Coordinate process improvements with central HR, Academic Affairs, Payroll, Finance, and Legal.
Establish service expectations, escalation protocols, and shared guidance with Academic Affairs leaders and Administrative Managers.
Provide HR policy and process education to academic leaders and Administrative Managers; support cross-training and business continuity.
Represent HR on relevant Academic Affairs committees and university-wide initiatives, and perform related duties as assigned.