20 days old

HR Strategic Business Partner - Howard University Office of Human Resources

Howard University
Washington, District of Columbia 20059
  • Job Code
  • Job Type
  • Job Status
    Full Time
  • Shift
    1st Shift

Howard University is a comprehensive, research-oriented, historically Black private university providing an educational experience of exceptional quality to students of high academic potential with particular emphasis upon the provision of educational opportunities to promising Black students. Further, the University is dedicated to attracting and sustaining a cadre of faculty who are, through their teaching and research, committed to the development of distinguished and compassionate graduates and to the quest for solutions to human and social problems in the United States and throughout the world.

Salary commensurate with qualifications, education & University guidelines.


The Human Resources Business Partner collaborates with client groups and HR teams to develop and deliver effective human capital programs and policies and practices that align with business objectives, drive superior business results and contribute to the overall efficiency and effectiveness of the organization. The position will focus primarily in the areas of workforce strategy, organizational effectiveness, change leadership and management, managerial coaching, and employee relations support.

NATURE AND SCOPE:           

Maintain contacts with senior executives, business leaders, faculty, student employees, managers, employees and other staff within the university and hospital to determine the human resources needs of the institution.  Also works very closely with the business units of the Office of Human Resources.


HR Business Partnering

  • Design, develop, and guide efforts to improve business performance to support the achievement of organizational objectives through integrated HR strategic plans across assigned areas.
  • Work with client(s) and meet monthly to adjust strategies to meet changing business and talent needs.
  • Develop and lead the implementation of HR programs, policies and processes with client group(s) including workforce planning, talent acquisition and management, onboarding, goal setting, performance management, total rewards, colleague engagement, leadership assessments and succession planning.
  • Coordinates with EEO and Employee Relations regarding employee relations issues including investigating, coaching, advising and reporting when necessary.
  • Communicate organizational culture, policies and procedures, tools and resources to colleagues and internal clients.
  • Provide training, coaching and collaboration with business leaders in employee development, teambuilding, performance management and talent planning; assist leaders with development plans for teams and employees.
  • Partner with management to develop and drive strategic workforce plans, with clear, actionable steps, that optimize the organization's talent, structure, process and culture.
  • Collaborate with business leaders, ensure focus on results and outcomes of the business, understand the organization's strategy and goals, and translate those goals into actionable HR objectives in support of the business strategy.
  • Provide information, analysis and consulting with department leaders to make data-driven human capital decisions about their organizations; leverage HR and business metrics to analyze and identify staff issues, talent needs, and trends.
  • Work closely with HR functional areas to drive the development of strategies and programs that address the specific needs of business units.
  • Monitor client group environment and the employee experience and report out on trends.
  • Establish Service Level Agreements with business units.
  • Conduct Service Quality Audits to ensure service levels are met.

CORE COMPETENCIES:                                           

  • Demonstrated ability to interact comfortably with a wide range of constituents and to establish working relationships with leaders and staff at all levels of the organization and to be both a team builder and an advocate for the HR function.
  • Knowledge of the federal and state regulations governing human resource functions.
  • Outstanding business acumen with analytical/metrics capabilities; highly accountable and empowered style.
  • Direct, confident, and assertive style with a comfort level with challenging the views of others while simultaneously serving as a collaborative partner.
  • Strategic positioner with an understanding of evolving business contexts, stakeholder expectations and business requirements.
  • Able to translate expectations and business requirements into talent, culture and leadership actions.
  • Credible activist with a clear point of view of how to build business performance.
  • Solid experience with Talent Management components such as workforce planning, talent assessments, skill-gap analysis, succession planning, organizational design, talent development, etc.
  • Demonstrated ability to implement effective HR strategies and initiatives.
  • Experience collaborating with all members of an HR team to ensure that the department’s overall goals are met.
  • Ability to build and leverage effective relationships and influence decisions and behaviors through partnering with mid-level to senior members of the organization.
  • Experience effectively resolving conflict and solid problem-solving capabilities.
  • Must have process and project management experience with proven ability to meet deadlines.
  • Excellent verbal and written communication skills to communicate complex concepts and recommendations into simple and compelling presentations.                                    

Note: This position description should not be construed to imply that these requirements are the exclusive standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as may be required. The university has the right to revise this position description at any time. This position description is not be construed as a contract for employment.

The University does not discriminate on the basis of race, color, national and ethnic origin, sex, marital status, religion, or disability. Veteran status and people with disabilities are encouraged to apply.

Inquiries regarding provisions for persons with disabilities, equal employment opportunity and Title IX should be directed to the Office of Employee Relations and Equal Employment Opportunity at (202) 202-806-1280.


MINIMUM REQUIREMENTS:                                               

Bachelor’s degree in human resources, business management, business administration or a related field.  At least 10 years of human resources experience, with at least five years in a consulting or generalist capacity is required.  HR certification is also required.  Higher education experience, SRHM / HRCI certification, and a master’s degree are preferred.


Posted: 2019-11-22 Expires: 2019-12-22

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HR Strategic Business Partner - Howard University Office of Human Resources

Howard University
Washington, District of Columbia 20059

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