Associate Director, HR Business Partnerships
Job Description
Full job description
The Talent Acquisition department hires qualified candidates to fill positions which contribute to the overall strategic success of Howard University. Hiring staff “for fit” makes significant contributions to Howard University’s overall mission.
At Howard University, we prioritize well-being and professional growth.
Here is what we offer:
- Health & Wellness: Comprehensive medical, dental, and vision insurance, plus mental health support
- Work-Life Balance: PTO, paid holidays, flexible work arrangements
- Financial Wellness: Competitive salary, 403(b) with company match
- Professional Development: Ongoing training, tuition reimbursement, and career advancement paths
- Additional Perks: Wellness programs, commuter benefits, and a vibrant company culture
Join Howard University and thrive with us!
https://hr.howard.edu/benefits-wellness
JOB PURPOSE: We are seeking an experienced and strategically minded Associate Director, Strategic HR Business Partnerships to join our team as a key leader in developing and managing strategic business partnerships. Reporting directly to the Assistant Vice President, People Strategies & Planning, the associate director will play a pivotal role in identifying partnerships that align with our university objectives and drive sustainable professional development and growth. The associate director will be responsible for helping to support the effective and efficient execution of the human resources’ strategic priorities.
SUPERVISORY AUTHORITY: The role will supervise the university’s Strategic Business Partners as they implement organizational plans that support retention, culture, diversity and inclusion.
NATURE AND SCOPE: Internal contacts include senior management and department heads, strategic partners and stakeholders. The selected incumbent will collaborate closely with all of the business units of the Office of Human Resources.
PRINCIPAL ACCOUNTABILITIES:
- Prioritize potential partnership opportunities that enhance our enterprise’s human resources capabilities and job motility
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance
- Serve as the Human Resources liaison and point of contact during the university departmental workforce plans
- Implement and ensure compliance with policies outlined in our employee handbook, while providing guidance and support to business units to foster a consistent and fair work environment.
- Demonstrate understanding of and lead the response to complex business environment scenarios, aligning university talent, and providing units with advice and coaching to maximize talent performance and mitigate risk
- Provide appropriate consult and guidance on organizational changes, performance management, career development, and disciplinary actions
- Work cross-functionally with our internal teams (e.g., ETS, Student Affairs, College of Arts & Sciences, Compliance, etc.) to ensure seamless integration and execution of partnership initiatives
- Analyze human resource and workforce trends, our regional competitive landscape, and interdependencies to identify strategic opportunities and risks
- Prepare and present business cases, proposals, and presentations to key university stakeholders
- Monitor and evaluate partnership performance, providing regular updates and recommendations for optimization
- Develop, refine and interpret policies and procedures to help support the strategic direction of the university
- Effectively communicate during complex and sensitive situations, ensuring messages are clear, actionable, and promote compliance
- Implement comprehensive change management strategies that align with the university and the Office of Human Resources’ goals. This involves assessing the impact of changes, identifying key stakeholders, and planning communication and training initiatives to support the transitions.
- Analyze data from business units to help implement new HR strategies and initiatives
- Educate and develop unit leadership on trends and insights to allow for proactive talent management strategies
- Partner with HRIS to gather and analyze information on key personnel indicators to support effective data driven decision-making
- Leverage leading practices and data to support and advise units for all areas of HR including learning & development, succession planning, and professional development
- Promote culture and values by proactively educating and advising to improve the employee experience and refine risk management
- Perform other related responsibilities as requested
CORE COMPETENCIES:
- Ability to work with multiple leaders, manage competing priorities, and concurrent projects
- Experience presenting complex and sensitive information expertly through presentations to key stakeholders and leadership
- Demonstrate excellent written and verbal communication skills to translate metrics tailored for each client group
- Excellent mentoring and coaching skills to enhance client management and leadership abilities and relationships among teams
- Proven liaison and relationship building expertise
- Brings extensive experience and a deep understanding of both HR and business operations with a track record of successful leadership
- Analytical and problem-solving skills, including conflict resolution
- Capability to learn quickly and flexibly adapt HR expertise to different schools, colleges and departments
- Ability to develop positive working relationships and rapport with team members
MINIMUM REQUIREMENTS:
- Bachelor’s degree in human resources, business management, business administration, or a related field
- Master’s degree preferred
- 7-10 years of human resources experience, with at least five years in a consulting or HR Business Partner, HR Manager, and/or Director capacity
- Management experience desired
- Strong analytical skills with the ability to analyze complex information and make data-driven decisions to assess partnership opportunities and evaluate potential risks and benefits. This includes analyzing market data, financial metrics, and performance indicators to assess impact and successful outcomes.
- Strong technical, communication, strategic thinking and leadership skills working within Enterprise Resource Planning (ERP) systems such as Workday, PeopleSoft, SAP, or etc.
- Higher education experience a plus
- HRCI, SHRM or another professional HR or management certification are preferred
Compliance Salary Range Disclosure
Compensation Range: $135,000 - $145,000
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