Human Resources Business Partner Jobs

About The Position

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience.
• Minimum of 7-10 years of progressively responsible Human Resources experience, including significant experience serving as an HRBP or strategic HR consultant.
• Demonstrated experience advising senior leaders on complex organizational, workforce and employee relations matters.
• Experience leading organizational change, workforce planning, organizational development, and talent management initiatives.
• Strong knowledge of federal, state, and local employment laws and HR compliance requirements.
• Demonstrated ability to interpret workforce data and utilize analytics to support business decision.
• Excellent written and verbal communication, facilitation, consulting, mediation, and presentation skills.
• Proven ability to manage multiple priorities in a complex, fast-paced environment.
• Experience with HR information systems, preferably Workday.

Nice To Haves

• Master’s degree in Human Resources, Business Administration, Higher Education Administration, Organizational Development, or a related discipline.
• SHRM-SCP, SPHR, or comparable senior HR certification.
• Experience supporting higher education, healthcare, research, or other complex matrixed organizations.
• Experience leading enterprise-wide HR initiatives and cross-functional projects.

Responsibilities

• Serve as the primary strategic HR advisor to senior leadership, providing consultative guidance on organizational effectiveness, workforce planning, talent strategies, and employee engagement.
• Develop trusted partnerships with leaders to align human capital strategies with institutional and departmental priorities.
• Advise leadership on emerging workforce trends, organizational risks, succession planning, and long-term talent strategies.
• Utilize workforce analytics and HR metrics to identify talent trends, inform staffing needs and other decision-making, and recommend data-driven solutions.
• Lead organizational design initiatives, including evaluating reporting structures, workflows, staffing models, and resource allocation to improve organizational effectiveness.
• Partner with leadership to plan and implement organizational changes, restructuring efforts, and workforce transitions while minimizing disruption and maintain employee engagement.
• Facilitate change management strategies that support successful implementation of new initiatives, organizational priorities, and business transformations.
• Identify opportunities to improve HR processes, operational efficiencies, and service delivery.
• Partner with leaders to identify current and future talent needs through strategic workforce planning.
• Facilitate talent review and succession planning processes to strengthen organizational capability and leadership pipelines.
• Identify competency gaps and recommend learning, leadership development, coaching, and career development opportunities.
• Collaborate with Learning and Organizational Development teams to build leadership capability across client organizations.
• Advise leaders throughout the performance management cycle, including goal setting, coaching, feedback, performance improvement, and recognition.
• Coach managers on effective leadership practices, difficult conversations, conflict resolution, employee development, and accountability.
• Support leaders in addressing complex employee performance issues while promoting consistency, fairness, and compliance.
• Serve as a trusted advisor on employee relations matters, conducting or supporting investigations and recommending appropriate solutions.
• Provide guidance regarding policy interpretation, workplace concerns, conflict resolution, corrective actions, and employment decisions.
• Partner with leadership to foster an inclusive, respectful, and high-performance workplace culture.
• Develop and implement strategies that enhance employee engagement, belonging, retention, and the overall employee experience.
• Oversee onboarding and offboarding processes to ensure a seamless and positive employee experience.
• Ensure compliance with federal, state, and local employment laws, University policies, collective bargaining agreements, and HR leading practices.
• Proactively assess organizational risks and recommend solutions that minimize legal and operational exposure.
• Partner with HR Centers of Excellence to ensure consistent application of policies, programs, and procedures.
• Participate actively within the HR Business Partner Community of Practice by sharing leading practices, contributing to strategic initiatives, and promoting consistency across the HR organization.
• Partner effectively with Talent Acquisition, Compensation, Benefits, Staff & Labor Relations, Talent Management, HRIS, and Payroll.
• Leverage technology, including Workday and workforce analytics tools, to improve operational efficiency and enhance HR service delivery.
• Support special projects and strategic initiatives that advance the Division of Human Resources’ mission and University Priorities.

Benefits

• Comprehensive medical, prescription, behavioral health, dental, vision, and life insurance benefits
• Flexible spending accounts for health care and dependent care expenses
• Tuition assistance for employees, spouses, and dependent children
• Generous retirement plans (Basic, Matching, and Supplemental)
• Wide variety of professional development opportunities
• Supportive work and family benefits
• Wellness programs and resources
• Access to University resources, cultural and recreational activities
• Discounts on arts, entertainment, transportation, and more
• Flexible work hours
• Forgivable loan for eligible employees interested in buying a home or currently residing in West Philadelphia
• Adoption assistance