Senior Workforce Strategy Partner

Stony Brook University•Town of Brookhaven, NY

About The Position

Under the direction of the Assistant Director, the Senior Workforce Strategy Partner serves as a strategic advisor to academic, research, clinical, and administrative leaders on workforce planning, organizational design, position management, and compensation-informed workforce decisions. The role supports the University's integrated Jobs-to-Compensation model by helping leaders define workforce needs before recruitment activity occurs. Through workforce analysis, role design, organizational assessments, position management, and compensation analytics, the partner guides leaders in determining effective workforce solutions. Recommendations may include role redesign, workforce restructuring, employee development, reassignment of responsibilities, alternative staffing models, or creating new positions. Working with HR Business Partners, Talent Acquisition, and Compensation, the partner helps ensure work is intentionally designed, appropriately structured, and effectively valued before hiring decisions. When workforce and organizational decisions are finalized, the role ensures a seamless transition to Talent Acquisition for recruitment execution. During the continued development of the Workforce Strategy function at Stony Brook, the role also performs advanced classification and compensation analyses to support departmental operations and service delivery. This is a full-time, Management Confidential, FLSA-exempt appointment. The position is not eligible for FLSA overtime provisions, and the minimum salary threshold must be met to maintain FLSA exemption. The University is unable to sponsor work visas for this position.

Requirements

Bachelor's degree (foreign equivalent or higher).
Three years of full-time professional experience in one or more of the following areas: workforce planning, organizational design, compensation, classification, human resources consulting, or workforce analytics.
Experience conducting complex analyses and translating findings into recommendations.
Proficiency in Microsoft Office Suite, including advanced Excel functions.

Nice To Haves

Advanced degree (foreign equivalent or higher) in Human Resources, Business Administration, Public Administration, Industrial/Organizational Psychology, Analytics, Finance, or a related field.
Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, CCP, or a related credential.
Experience developing executive-level workforce analytics, reports, and presentations.
Experience conducting organizational reviews, desk audits, responsibility audits, and workforce assessments.
Experience working in higher education, healthcare, research environments, public employment, or unionized settings.

Responsibilities

Serve as a consultative partner to leaders evaluating workforce needs, organizational challenges, and operational priorities.
Facilitate workforce planning discussions to identify current and future workforce requirements.
Assess workforce needs and recommend solutions such as role redesign, restructuring work, internal talent development, reassignment of responsibilities, alternative staffing models, shared services, outsourcing, automation, or position creation.
Conduct organizational reviews, including spans and layers analyses, reporting relationship assessments, role alignment evaluations, and workforce composition reviews.
Lead activity studies, responsibility audits, and desk reviews to evaluate workload distribution, role clarity, organizational effectiveness, and sustainability.
Develop recommendations to improve workforce effectiveness, organizational efficiency, and alignment with institutional priorities.
Guide leaders in defining work requirements before recruitment decisions are made.
Lead the development, review, and refinement of position descriptions to accurately represent duties, responsibilities, qualifications, and organizational intent.
Analyze position requests and organizational changes for alignment with workforce strategy, organizational design principles, and institutional standards.
Support job architecture initiatives through role analysis, classification support, and position alignment reviews.
Partner with departments to improve organizational consistency, role clarity, and position utilization.
Maintain documentation and analyses supporting workforce, organizational, and position-related recommendations.
Conduct classification and compensation analyses supporting workforce planning, organizational changes, position creation, and salary review activities.
Analyze market data, workforce metrics, internal equity considerations, and organizational factors to support recommendations regarding jobs and compensation.
Research compensation and workforce trends to inform workforce strategy decisions.
Support compensation administration activities, including market reviews, salary analyses, and classification evaluations.
Develop workforce analytics, dashboards, reports, and presentations that translate data into actionable recommendations.
Provide analytical support for strategic workforce initiatives and organizational reviews.
Partner with HR Business Partners, Talent Acquisition, Compensation, Finance, and University leadership to provide integrated workforce solutions.
Present workforce findings, analyses, and recommendations to leaders and stakeholders.
Ensure workforce, organizational, and compensation decisions are clearly documented and communicated.
Facilitate effective handoffs to Talent Acquisition when recruitment is identified as the appropriate workforce solution.
Contribute to developing tools, resources, frameworks, and practices that strengthen workforce strategy services across the University.
Promote awareness and adoption of workforce planning and organizational design methodologies.
Perform other duties or projects as assigned, as appropriate to rank and departmental mission.