8d ago

Senior HR Business Partner (Hybrid) - Human Resources

Hr SpecialistPeople

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Quick Summary

Key Responsibilities

Strategic HR Partnership Partners with academic and administrative leaders to develop and implement people strategies that advance institutional objectives, operational efficiency,

Technical Tools

Hr SpecialistPeople

SAINT LOUIS, MO 63130

Provides complex HR support for school/s, departments, and Senior Business Partners with executing the employee initiatives that equip various stakeholders in their complex needs around operations, business strategy and organizational growth. Supports diverse HR processes, provides initial guidance on HR matters, and drives the implementation of HR programs. Leads members of HR to solve problems by combining consulting agility with strong institutional experience and deep HR expertise, this role will ensure effective and smooth execution of HR policies/practices and initiatives that align with the University's strategic goals. Leads team members who serve as active catalysts for employee relations, workforce planning, recruitment and alignment for consistent practice around how employees are managed and opportunities for them to grow and flourish. May provide guidance and help with budget related planning.

Responsibilities

~3 min read

Strategic HR Partnership

→Partners with academic and administrative leaders to develop and implement people strategies that advance institutional objectives, operational efficiency, and academic excellence.
→Advises and consults with deans, department chairs, and/or managers on a wide range of HR topics, including performance management, faculty and staff development, workforce planning, total rewards, organizational design, and employee engagement.
→Anticipates workforce trends and proactively identify human capital needs, leading initiatives that address retention, engagement, and evolving skill requirements within the academic and administrative workforce.

Program Implementation and Change Management

→Oversees the local implementation of HR programs and processes—such as performance management, talent reviews, and succession planning—ensuring alignment with university policies and values.
→Partners with unit leadership to plan and execute organizational changes with significant people impact (e.g., reorganizations, realignments, or reductions in force), ensuring transparent and compliant processes.
→Serves as a change champion by facilitating communication, adoption, and long-term integration of institutional HR initiatives and strategic projects.

Collaboration and Stakeholder Management

→Serves as a liaison between assigned schools/departments, the HR Solutions Center, and the Centers of Excellence (CoEs) to ensure consistent and effective delivery of HR services across the university.
→Collaborate with CoE teams to tailor and implement HR solutions that address the distinctive needs of academic and administrative units.
→Provides feedback and insights to CoE teams regarding HR policies, programs, and knowledge base resources to promote continuous improvement and institutional relevance.
→Partners with Finance and administrative business officers to align workforce and budget planning, ensuring responsible stewardship of institutional resources.
→Engages with campus partners (e.g., Faculty Affairs, Diversity & Inclusion, Learning & Development, Employee Relations) to connect leaders with appropriate HR expertise and institutional resources.

Data Analysis and Insights

→Monitors and interprets HR metrics and dashboards (e.g., headcount, turnover, diversity, faculty/staff demographics) to identify trends and inform data-driven decision-making.
→Analyzes HR data specific to schools and departments to provide leadership with actionable insights and recommendations that support strategic and operational goals.

Policy, Compliance & Continuous Improvement

→Helps in leading CoEs on HR policies, processes, and knowledge base content to improve accuracy and accessibility. Maintains awareness of employment laws and university policies to ensure compliance and effective policy interpretation.
→May lead and support change management efforts and serve as a change champion for HR and organizational initiatives. Helps manage downstream impacts of HR initiatives to support effective implementation and alignment across the organization.

Communications and Engagement

→Leads and supports unit-specific communications regarding HR initiatives, policy updates, and key processes. Collaborates with leaders to design and implement engagement strategies that strengthen workplace culture, foster inclusion, and enhance faculty and staff retention.

Performs other duties as assigned.

Job Location/Working Conditions

Normal office environment.

Physical Effort

Typically sitting at desk or table.
Repetitive wrist, hand, or finger movement.
The work is normally performed in the offices located across the university’s campuses. There will be activities that require trips to many University offices and offsite locations.

Requirements

~1 min read

Bachelor's degree

Experience supporting senior academic or administrative leaders through complex organizational and workforce changes.

No specific certification/professional license is required for this position.

Senior Professional in Human Resources (SPHR) - Society for Human Resource Management

Human Resources (8 Years) University Setting Or Large, Complex Organization With A Matrix Structure (5 Years)

Not Applicable Accountability, Adaptability, Business Oriented, Confidential Data Handling, Consulting, Customer Service, Data Analysis, Design Thinking, HR Legal Compliance, Human Resources Compliance, Human Resources Key Performance Indicators (HR KPIs), Human Resources Policies, Impact Analysis, Interact with All Levels of Management, Interpersonal Management, Multiple Project Management, Oral Communications, Organizational Planning, Priority Management, Problem Solving, Root Cause Analysis (RCA), Supervision, Talent Acquisition, Teamwork, Written Communication

A driver's license is not required for this position.

About the Role

~1 min read

Master's degree

G15

$84,200.00 - $148,500.00 / Annually

The salary range reflects base salaries paid for positions in a given job grade across the University. Individual rates within the range will be determined by factors including one's qualifications and performance, equity with others in the department, market rates for positions within the same grade and department budget.

For frequently asked questions about the application process, please refer to our External Applicant FAQ.

If you are unable to use our online application system and would like an accommodation, please email CandidateQuestions@wustl.edu or call the dedicated accommodation inquiry number at 314-935-1149 and leave a voicemail with the nature of your request.

All qualified individuals must be able to perform the essential functions of the position satisfactorily and, if requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship.

All external candidates receiving an offer for employment will be required to submit to pre-employment screening for this position. The screenings will include criminal background check and, as applicable for the position, other background checks, drug screen, an employment and education or licensure/certification verification, physical examination, certain vaccinations and/or governmental registry checks. All offers are contingent upon successful completion of required screening.

What We Offer

~1 min read

Personal

✓Up to 22 days of vacation, 10 recognized holidays, and sick time.

✓Competitive health insurance packages with priority appointments and lower copays/coinsurance.

✓Take advantage of our free Metro transit U-Pass for eligible employees.

✓WashU provides eligible employees with a defined contribution (403(b)) Retirement Savings Plan, which combines employee contributions and university contributions starting at 7%.

✓Wellness challenges, annual health screenings, mental health resources, mindfulness programs and courses, employee assistance program (EAP), financial resources, access to dietitians, and more!

✓We offer 4 weeks of caregiver leave to bond with your new child. Family care resources are also available for your continued childcare needs. Need adult care? We’ve got you covered.

✓WashU covers the cost of tuition for you and your family, including dependent undergraduate-level college tuition up to 100% at WashU and 40% elsewhere after seven years with us.

Washington University in St. Louis is committed to the principles and practices of equal employment opportunity. It is the University’s policy to provide equal opportunity and access to persons in all job titles without regard to race, ethnicity or shared ancestry, color, national origin, citizenship (where prohibited by federal law), age, religion, sex, sexual orientation, gender identity or expression, disability, protected veteran status, or genetic information. As a federal contractor, the university maintains affirmative action programs to implement its equal employment opportunity policy for individuals with disabilities and protected veterans, in accordance with Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), as amended.