Human Resources Business Partner, Human Resources and the Office of the Provost

External Applicants:

Please ensure all required documents are ready to upload before beginning your application including your resume cover letter and any additional materials specified in the job description.

Cover Letter and Supporting Documents:

• Navigate to the My Experience application page.

• Locate the Resume/CV document upload section at the bottom of the page.

• Use the Select Files button to upload your cover letter resume and any other required supporting documents. You can select multiple files.

Important Note: The My Experience page is the only opportunity to attach your cover letter resume and supporting documents. You will not be able to modify your application or add attachments after submission.

Current Employees:

Apply from your existing Workday account in the Jobs Hub. Do not apply from this website.

A cover letter is required for all positions; optional for facilities campus services and hospitality roles unless otherwise specified.

Job Description Summary

The HR Business Partner (HRBP) will align and execute a division-based HR strategy for staff in the Provosts Office and administrative departments working as part of the larger HR organization at WFU. The role will provide leadership guidance and resources for all staff HR-related activities including talent acquisition development management and engagement. Responsibilities include oversight of hiring and onboarding activities training programs performance management compensation and employee relations. Retention and succession planning are also integral to this role and should be incorporated over a reasonable timeframe.

The position will report to the Executive Director for Recruitment and Solutions and through a dotted line relationship to the Provost and will function as an Institutional Talent Partner representing the Provosts Office.

This individual will serve as the key strategy collaborator with administrative leaders in the Provosts Office and will be a member of the Provosts leadership team. The HRBP will provide supervision for the Director of Talent Management. By fostering a culture of collaboration and innovation the HRBP will play a pivotal role in strategically shaping the divisions staff workforce to achieve its ambitious goals and contribute to the universitys overall success.

To carry out these responsibilities this person must be proactive a strategic thinker understand the critical importance of change management and program delivery successfully balance competing needs and align recommendations and actions with the short and long-term strategies of the University and the Provosts Office.

Success in this position will rely on awareness of the culture and environment of the Provosts Office Wake Forest University and Human Resources. This will be enabled by developing strong relationships across campus and fostering respectful communications and collaborations within a diverse community. Given the unique reporting relationship this person must manage potentially conflicting interests possess strong organizational and communication skills plan and schedule individual work and team work set priorities and manage multiple projects and deadlines.

Job Description

Essential Functions:

TALENT ACQUISITION

• In partnership with the Recruiter for the Provosts Office develop and lead the execution of a comprehensive talent acquisition and retention program that effectively attracts and retains a talented workforce to drive the Provosts Office core mission.
• Conduct analysis to fully understand position requirements of jobs within the division and assist hiring managers in developing position descriptions.
• Develop and drive recruitment strategies for individual positions or groups of positions to source highly talented potential employees.
• Serve in Workday as a Talent Liaison in order to provide support to the Director of Talent Management and primary Talent Liaison as needed.
• Assess onboarding of staff across Provosts Office administrative units and assist with addressing any gaps related to tools/resources.
• Provide support consistent with the Provosts Office Recruiter guidance for divisional recruitment and selection processes ensuring consistent candidate communications efficient processing policy and legal compliance.
• Assist in negotiating/extending job offers provide compensation support and partner with the HR-Employment Solutions team to organize the execution of effective onboarding of employees.
• Work with all Provosts Office senior administrative leadership team to develop an understanding for the long-term staffing needs of the division.

PROFESSIONAL DEVELOPMENT

• Responsible for assessing improving/creating and promoting targeted employee learning and development programs leveraging and aligning with programs offered by the university.
• Align individual and team development programs to support long-term organizational strategies.
• Develop deliver and procure training and development to support objectives.
• Guide managers on developing career development and growth opportunities for employees.
• In collaboration with all members of the Provosts leadership team lead in the design and execution of individual and team development and succession plans that build resiliency in the workforce.

TALENT MANAGEMENT

• Develop and deliver a comprehensive talent management program that includes performance assessment employee feedback performance improvement pay for performance and formal disciplinary programs.
• Lead and facilitate in partnership with HR-Employee Relations performance management processes across administrative areas in the division for all levels of staff employees.
• Serve as liaison and initial HR point of contact for employee relations matters and develop processes within the division to ensure consistent application of approach/standards set by HR-Employee Relations. Participate in case management meetings with Employee Relations to help ensure consistency of practice. Provide assistance with all relevant documentation. Identify trends within the division and escalate high-risk matters to the Director of Employee Relations.
• Once implemented maintain a market-based staff salary structure for the Provosts Office in consultation with HR-Compensation and Provosts Office senior leadership. Monitor consistency of promotion/pay decisions.
• Partner with the Provosts administrative leadership team and serve as a strategic advisor and thought partner for organizational redesigns within the Provosts Office.
• Collaborate closely with the AVPABA to ensure that hiring plans and HR actions fit within the scope of the budget for the division.
• Collaborate with HR-Employee Relations and Provosts Office leaders to manage employee separations including transition planning and succession planning. Analyze employee separation data to identify trends and escalate recurring issues to Provosts Office leadership and the HR-Employee Relations.
• Develop and manage fiscal resources necessary to meet HR program requirements within the division.

Required Education Knowledge Skills Abilities:

• Bachelors degree with a minimum of 5 years of related experience in human resources.
• Recent progressive and consultative HR experience in a complex organization with diverse departmental cultures geographies and operating environments including experience providing forward-facing strategic recommendations working with executive leadership and influencing and managing people and projects in direct and indirect supervisory roles.
• Increasing levels of responsibility to include a broad HR generalist background with experience in multiple disciplines such as talent acquisition talent management talent development performance management compensation and more.
• Experience working in a fast-paced team-oriented environment with quickly shifting priorities.
• Strong interpersonal and communication skills.
• Ability to maintain discretion and the highest ethical and professional standards while dealing with confidential information.
• Management-level experience delivering HR services.
  

Preferred Education Knowledge Skills Abilities:

• Masters degree in a related field.
• Related HR certifications such as PHR SPHR or SHRP-CP
• Significant and increasing levels of HR responsibility within higher education.
• Experience with Workday HCM
  

Accountabilities:

• Responsible for one direct report

Physical Requirements:

Work primarily involves sitting/standing communicating with others to exchange information operating a computer and assessing the accuracy neatness and thoroughness of the work assigned.

Accountabilities:

Subject to inside environmental conditions. Not typically exposed to adverse environmental conditions.

Additional Job Description

Time Type Requirement

Full time

Note to Applicant:

This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be reasonably assigned by his/her supervisor.

In order to provide a safe and productive learning and living community Wake Forest University conducts background investigations and drug screens for all final staff candidates being considered for employment.

Equal Opportunity Statement

The University is an equal opportunity employer and welcomes all qualified candidates to apply without regard to race color religion national origin sex age sexual orientation gender identity and expression genetic information disability and military or veteran status.

Accommodations for Applicants

If you are an individual with a disability and need an accommodation to participate in the application or interview process please contact or .