Executive Director, Sr. Human Resources Business Partner

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1.    Functions as a member of the client’s executive leadership team representing the talent/people agenda.
2.    Combines deep functional expertise in human resources and talent strategies with in-depth knowledge of business operations to inform solutions and plans. 
3.    Leads the planning for current and future human capital needs (e.g., workforce planning, talent reviews and succession planning).
4.    Diagnoses people, talent, and engagement issues and opportunities. Identifies root causes and designs and implements interventions, leveraging expert support from HR Centers of Excellence as needed. Shares innovative and progressive HR practices and solutions to build organizational capabilities.
5.    Identifies themes and drives systemic thinking to influence people and talent decisions and practices.
6.    Coaches’ leaders and provides actionable developmental feedback to enhance impact and effectiveness.
7.    Enhances leadership team effectiveness and capabilities through individual and group interventions.
8.    Participates in talent identification, development, and succession planning for key leader roles. Supports key leader transitions – participates in leader selection, assessment, onboarding, assimilation, exits and transitions.
9.    Educates leaders on effective change management practices and embeds change strategies into people/talent plans.
10.    Provides expert counsel on HR aspects of structure changes from design to implementation.
11.    Works with leaders to ensure operational efficiency and effectiveness. Defines and aligns leaders with key competencies needed (people and organizational) to meet current/future goals.
12.    Facilitates information sharing/knowledge of clients with HR Centers of Excellence to inform organization-wide solutions.
13.    Collaborates with HR Centers of Excellence to design solutions to client/organizational needs. Leads clients through organization-wide HR programs (e.g., Compensation Planning, Performance Management, Goal setting, Engagement Survey Results/Action Planning).
14.    Represents the voice of the customer as a key stakeholder for HR programs and initiatives, and acts as a critical member of the change team.
15.    Establishes and continuously assesses the effectiveness of the internal controls within the unit and compliance with University policies and procedures. Ensures employees are trained on controls within the function and on University policy and procedures.

This list of duties and responsibilities is not intended to be all-inclusive and may be expanded to include other duties or responsibilities as necessary.