Senior Talent Strategy Partner

Worcester Polytechnic Institute•Worcester, MA

2d•$82,600 - $100,000

About The Position

Reporting to the Senior Director, Talent Strategies & Workforce Planning, the Senior Talent Strategy Partner serves as a strategic advisor and primary point of contact for assigned departments. The role provides consultative guidance to senior leaders, managers, faculty, and staff, including union-represented employees, across a broad range of employee matters. The Senior Talent Strategy Partner works with leaders to align Talent & Inclusion solutions with institutional strategy and operational priorities. The position identifies organizational trends and recommends proactive solutions to strengthen organizational effectiveness, culture, and employee engagement. In an inclusive, student-centered academic environment, the role advises on workforce strategy, organizational design, talent planning, and change management, while supporting consistent application of university policies, collective bargaining agreements, and legal requirements. The position also supports talent acquisition, learning and development, performance calibration, and succession planning, and collaborates with other Talent & Inclusion teams and partners on programs, communications, and projects for assigned client groups. Salary Grade 9 is $82,600–$100,000 per year, depending on experience. WPI is an Equal Opportunity Employer committed to a campus environment free of harassment and discrimination.

Requirements

Bachelor's degree required.
5–8 years of progressive human resources experience, preferably in a prior HR business partner role.
Demonstrated experience across multiple human resources disciplines, with 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 a strategic advisor and consultative partner and primary Talent & Inclusion point of contact for assigned departments, including units with union-represented employees.
Align Talent & Inclusion solutions with institutional strategy and operational priorities; 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 changes to existing job descriptions to help business units meet 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 the initial contact for employee concerns and advise managers on performance management, conflict resolution, and employee complaints.
Collaborate with divisional and university leadership, union representatives, and/or the Office of General Counsel to resolve conflicts, grievances, and employee relations issues, escalating as appropriate.
Conduct thorough, effective, and objective workplace investigations.
Ensure consistent interpretation and application of university policies, procedures, collective bargaining agreements, and legal requirements to mitigate organizational risk.
Represent university Talent & Inclusion with external agencies regarding employee-related complaints, including EEOC, human rights, unemployment, and Department of Labor matters.
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 Talent & Inclusion teams and partners to support implementation of programs, communications, and projects across assigned client groups.
Perform other duties and responsibilities as assigned or directed by the supervisor.