What are the responsibilities and job description for the (Hybrid) Strategic Human Resources Partner position at West Virginia University?
West Virginia University is currently accepting applications for a Hybrid Strategic Human Resources Partner (SHRP).
About the Opportunity
Reporting to the Director of Strategic Human Resources Partners, the Strategic Human Resources Partner (SHRP) plays a pivotal role in delivering proactive and strategic human resources support to assigned units. As a seasoned HR professional, the Strategic HRP serves as a key advisor to unit senior leadership and management teams, contributing to the development and implementation of HR solutions aligned with unit and university strategies. The Strategic HRP operates as a collaborative partner, ensuring high-quality customer service, fostering employee engagement, and contributing to the positive culture of the unit.
We strongly believe in work-life balance and keeping time for things we love outside our work. WVU offers generous benefits, including:
- 37.5-hour work week
- 13 paid holidays (staff holiday calendar)
- 24 annual leave (vacation) days per year
- 18 sick days per year (for when you're ill, for when you need time to care for sick family, for your own, or your family's, regularly scheduled medical appointments. Who is family for the purpose of this leave? A lot of people in your life including immediate relatives and in-laws as well as others considered to be members of your household living under the same roof)
- WVU offers a range of health insurance and other benefits (this position is a benefits-eligible non-classified staff position)
- 401(a) retirement savings with 6% employee contribution match, eligibility to continue health insurance, and other retiree perks. Looking for more retirement benefits information? Check out retirement health insurance benefits, retirement income, and FAQ's.
- Wellness programs
This position is hybrid, with the expectation of a schedule that includes onsite and work from home opportunity. Maintaining a physical presence on campus at least 60% of the time to better understand the culture of the departments supported is required.
What you'll do:
Strategic Partnership and Alignment:
- Clearly understand and align work with the overall strategic vision and goals of the leaders and units supported, as well as the larger University.
- Provide HR strategic and project support to leaders and their units, collaborating to meet the needs of the Department.
- Collaborate with unit leadership to understand and support the strategic vision of the unit.
- Define, build, and implement value-added HR strategies and solutions to align with the unit's goals.
Strategic Advisory Role:
- Serve as a key strategic advisor to unit senior leadership and management teams.
- Provide guidance on strategic organizational needs, driving change, building high-performing teams, and growing leadership capability aligned with unit strategy.
Mentorship and Collaboration:
- Collaborate closely with the SHRPs across units to ensure seamless support for their assigned portfolio and the organization.
- Foster and maintain collaborative relationships with subject-matter experts in the T&C Centers of Expertise, Shared Services Center and other internal partners.
Employee Engagement:
- Ensure high quality customer service to all employees in assigned area by maintaining a high level of engagement in areas with direct employee impact.
- Proactively monitor turnover/retention trends and conduct exit interview analysis.
- Work with leaders to create and implement unit-specific recognition programs.
- Develop actionable goals for improving departmental engagement.
Onboarding and Offboarding:
- Assist with new employee departmental onboarding initiatives.
- Ensure a positive experience for employees at both onboarding and offboarding stages.
People Programs:
- Collaborate with Leadership and Organizational Development (LOD) team to create effective people programs, including mentoring initiatives and personal development plans.
- Make recommendations to LOD for new people programs based on observed needs in the units and/or utilize resources to develop unit specific people programs.
Talent Management and Succession Planning:
- Create and implement a lifecycle approach to talent management focused on forecasting, staffing, career/succession planning.
- Proactively engage in organizational, succession, and talent planning in collaboration with departmental leaders.
- Conduct exit interviews and stay interviews, analyze data and make recommendations to the management team for continuous improvement.
- Introduce and implement talent planning programming such as 9-box exercises to identify and develop top talent.
Performance Management:
- Assist leaders in calibrating staff performance evaluations, ensuring accuracy, completeness, and strategic focus.
- Provide coaching and training to leaders on general performance management and improvement.
Leadership Coaching:
- Conduct regular meetings with unit leaders for trust-building, relationship fostering, and leadership coaching and development.
Culture Development:
- Assist unit leaders in developing and maintaining a positive culture.
- Address concerns and brainstorm solutions to enhance workplace culture.
Quarterly Meetings:
- Organize quarterly meetings between leaders and key individuals in other HR service units to discuss needs and concerns.
- Track, monitor, and assist in the implementation of action items from the meetings.
Strategic Planning and Data Analysis:
- Utilize available data to analyze trends within the unit and provide recommendations for Talent & Culture programs or initiatives.
- Share and provide recommendations to T&C COE's on specific needs to support the organization's strategic goals.
Change Management:
- Provide guidance and facilitate change management within the unit and organization.
Referral to Subject Matter Experts:
- Act as a conduit for issues, referring them to the relevant Talent & Culture COEs or Shared Services for resolution.
- Involve COE partners when necessary, avoiding a middleman role.
- Work collaboratively with the Provost Office on personnel matters regarding faculty.
- Develop an in-depth understanding of other available University resources, such as Global Affairs, that are relied upon for specific subject-matter expertise and develop relationships/contacts with those specialists.
Other Duties as Assigned:
- Complete other duties as assigned by the Director or AVP of Talent & Culture.
- Bachelor's degree in Human Resources, Organizational Development, Business, or a related field, or equivalent professional human resources business partner or generalist experience.
- A minimum 6 (six) years of relevant professional experience in human resources with a minimum of 3 (three) years experience as a human resources partner.
- Demonstrated successful experience delivering strategic human resources support and consultation to leaders.
- SHRM-CP, SHRM-SCP, or SPHR certification is preferred.
- Any equivalent combination of related education and/or experience will be considered.
- All qualifications must be met by the time of employment.
Knowledge, Skills, and Abilities
- Strong strategic planning skills.
- Experience in leading multiple projects with strong prioritization skills.
- Ability to work closely and collaboratively with all levels of management.
- Excellent interpersonal skills.
- Effective written and verbal communication skills.
- Consultative approach to delivering human resources services.
- Exceptional analytical, reporting, and presentation skills.
- Knowledge of employment laws and practices.
- Ability to handle sensitive confidential information.
West Virginia University is a place of purpose and community. We take pride in our profound impact on the state of West Virginia and are committed to the personal and professional growth of our employees.
From the groundbreaking R1 research at our flagship campus in Morgantown to the career-oriented programs at WVU Potomac State in Keyser, and the technology-intensive programs at WVU Tech in Beckley, the contributions of WVU employees resonate across the state, touching lives and shaping futures.
At WVU, you will discover a supportive community that champions work-life balance and fosters a collaborative atmosphere. Our core values - service, curiosity, respect, accountability and appreciation - unite us as Mountaineers.Join us at West Virginia University, where your work will make a lasting impact. To learn more about WVU, visit wvu.edu.
West Virginia University is an Equal Opportunity Employer. We invite all qualified applicants regardless of race, color, religion, sex, national origin, age, disability, genetic information, or Veteran status.
West Virginia University is proud to be an Equal Opportunity employer and is the recipient of an NSF ADVANCE award for gender equity. The University values diversity among its faculty, staff, and students, and invites applications from all qualified applicants regardless of race, ethnicity, color, religion, gender identity, sexual orientation, age, nationality, genetics, disability, or Veteran status.
