Senior Talent Strategy Partner

WPI•Worcester, MA

About The Position

The Senior Talent Strategy Partner (TSP) reports to the Senior Director, Talent Strategies & Workforce Planning and serves as a strategic advisor and primary point of contact for assigned departments. The role provides consultative guidance to senior leaders, managers, faculty, staff, and union-represented employees across a broad range of employee matters. In partnership with leaders and Talent & Inclusion (T&I) colleagues, the Senior TSP aligns T&I solutions with institutional strategy and operational priorities, identifies trends, and recommends proactive solutions to strengthen organizational effectiveness, culture, and employee engagement. In an inclusive, student-centered academic environment, the Senior TSP advises on workforce strategy, organizational design, talent planning, and change management. The role also supports employee relations, investigations, policy compliance, talent acquisition, employee development, and succession planning, while ensuring consistent application of university policies, collective bargaining agreements, and legal requirements. The position may perform other duties and responsibilities as assigned or directed by the supervisor.

Requirements

Bachelor's degree.
5–8 years of progressive HR experience, preferably in a prior HRBP role.
Demonstrated experience across multiple human resources disciplines, including knowledge of labor laws and collective bargaining agreements.
Demonstrated experience advising managers on complex workplace issues.
Proven track record of developing and executing employee engagement strategies and driving culture transformation.
Strong critical-thinking, communication, conflict-resolution, and facilitation skills.
Strategic thinking and sound judgment, with the ability to build relationships and influence faculty, staff, union representatives, and leaders at all levels.
Ability to handle confidential and sensitive information with discretion.

Nice To Haves

Master's degree or relevant advanced degree.
Experience working in a unionized environment and interpreting collective bargaining agreements.
Experience in higher education or similarly complex organizations.
Experience conducting workplace investigations.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Responsibilities

Serve as the primary T&I contact and consultative partner for assigned departments, including units with union-represented employees.
Align T&I solutions with institutional strategy and operational priorities and develop and execute strategic plans focused on talent acquisition, performance management, culture and engagement, and retention.
Identify trends and barriers to organizational success and advise leaders on workforce strategy, organizational design, talent planning, and change management.
Define new roles and update existing job descriptions to support business-unit strategic objectives.
Build relationships with assigned departments by attending faculty and staff meetings and holding periodic check-ins with managers, faculty, and staff.
Serve as an initial point of contact for employee concerns and advise managers on performance management, conflict resolution, and employee complaints.
Collaborate with university and divisional leadership, union representatives, and the Office of General Counsel to resolve conflicts, grievances, and employee relations issues; escalate matters as appropriate.
Conduct thorough, effective, and objective investigations.
Ensure consistent interpretation and application of university policies, procedures, collective bargaining agreements, and legal requirements to mitigate organizational risk.
Represent university T&I with external agencies concerning employee-related complaints, including the EEOC, human rights agencies, unemployment agencies, and the Department of Labor.
Partner with Talent Acquisition to develop strategic recruitment plans and train hiring managers on the Talent Acquisition process.
Work with Learning & Development to identify departmental learning needs and develop training, leadership and manager development, and continuous learning opportunities.
Facilitate talent and performance calibration discussions with leadership teams.
Partner with leaders to identify critical roles, assess leadership bench strength, and develop succession plans and development pathways for key positions.
Collaborate with other T&I teams and partners to support T&I programs, communications, and projects across assigned client groups.
Perform other duties and responsibilities as assigned or directed by the supervisor.