Human Resources Business Partner

Human Resources Business Partner

This position provides strategic consultation and operational leadership in workforce planning, organizational design, employee and labor relations, talent management, performance management, leadership coaching, organizational change, compliance, and employee engagement. The HRBP serves as a trusted advisor, helping leaders navigate complex organizational and workforce challenges while ensuring alignment with university policies, values, and strategic objectives.

Job Responsibilities

Strategic HR Partnership

• Serve as the primary strategic HR advisor to senior leadership, providing consultative guidance on organizational effectiveness, workforce planning, talent strategies, and employee engagement.
• Develop trusted partnerships with leaders to align human capital strategies with institutional and departmental priorities.
• Advise leadership on emerging workforce trends, organizational risks, succession planning, and long-term talent strategies.
• Utilize workforce analytics and HR metrics to identify talent trends, inform staffing needs and other decision-making, and recommend data-driven solutions.

Organizational Effectiveness & Change Management

• Lead organizational design initiatives, including evaluating reporting structures, workflows, staffing models, and resource allocation to improve organizational effectiveness.
• Partner with leadership to plan and implement organizational changes, restructuring efforts, and workforce transitions while minimizing disruption and maintain employee engagement.
• Facilitate change management strategies that support successful implementation of new initiatives, organizational priorities, and business transformations.
• Identify opportunities to improve HR processes, operational efficiencies, and service delivery.

Talent Management & Leadership Development

• Partner with leaders to identify current and future talent needs through strategic workforce planning.
• Facilitate talent review and succession planning processes to strengthen organizational capability and leadership pipelines.
• Identify competency gaps and recommend learning, leadership development, coaching, and career development opportunities.
• Collaborate with Learning and Organizational Development teams to build leadership capability across client organizations.

Performance Management & Leadership Coaching

• Advise leaders throughout the performance management cycle, including goal setting, coaching, feedback, performance improvement, and recognition.
• Coach managers on effective leadership practices, difficult conversations, conflict resolution, employee development, and accountability.
• Support leaders in addressing complex employee performance issues while promoting consistency, fairness, and compliance.

Employee Relations & Employee Experience

• Serve as a trusted advisor on employee relations matters, conducting or supporting investigations and recommending appropriate solutions.
• Provide guidance regarding policy interpretation, workplace concerns, conflict resolution, corrective actions, and employment decisions.
• Partner with leadership to foster an inclusive, respectful, and high-performance workplace culture.
• Develop and implement strategies that enhance employee engagement, belonging, retention, and the overall employee experience.
• Oversee onboarding and offboarding processes to ensure a seamless and positive employee experience.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws, University policies, collective bargaining agreements, and HR leading practices.
• Proactively assess organizational risks and recommend solutions that minimize legal and operational exposure.
• Partner with HR Centers of Excellence to ensure consistent application of policies, programs, and procedures.

HR Collaboration & Operational Excellence

• Participate actively within the HR Business Partner Community of Practice by sharing leading practices, contributing to strategic initiatives, and promoting consistency across the HR organization.
• Partner effectively with Talent Acquisition, Compensation, Benefits, Staff & Labor Relations, Talent Management, HRIS, and Payroll.
• Leverage technology, including Workday and workforce analytics tools, to improve operational efficiency and enhance HR service delivery.
• Support special projects and strategic initiatives that advance the Division of Human Resources' mission and University Priorities.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience.
• Minimum of 7-10 years of progressively responsible Human Resources experience, including significant experience serving as an HRBP or strategic HR consultant.
• Demonstrated experience advising senior leaders on complex organizational, workforce and employee relations matters.
• Experience leading organizational change, workforce planning, organizational development, and talent management initiatives.
• Strong knowledge of federal, state, and local employment laws and HR compliance requirements.
• Demonstrated ability to interpret workforce data and utilize analytics to support business decision.
• Excellent written and verbal communication, facilitation, consulting, mediation, and presentation skills.
• Proven ability to manage multiple priorities in a complex, fast-paced environment.
• Experience with HR information systems, preferably Workday.

Preferred

• Master's degree in Human Resources, Business Administration, Higher Education Administration, Organizational Development, or a related discipline.
• SHRM-SCP, SPHR, or comparable senior HR certification.
• Experience supporting higher education, healthcare, research, or other complex matrixed organizations.
• Experience leading enterprise-wide HR initiatives and cross-functional projects.

Job Location - City, State

Philadelphia, Pennsylvania

Department / School

Human Resources

Pay Range

$110,907.00 - $160,000.00 Annual Rate

Salary offers are made based on the candidate's qualifications, experience, skills, and education as they directly relate to the requirements of the position, and in alignment with salary ranges based on external market data for the job's level. Internal organization and peer data at Penn are also considered.

Equal Opportunity Statement

The University of Pennsylvania is an equal opportunity employer. Candidates are considered for employment without regard to race, color, sex, sexual orientation, religion, creed, national origin (including shared ancestry or ethnic characteristics), citizenship status, age, disability, veteran status or any class protected under applicable federal, state or local law.

Special Requirements Background checks may be required after a conditional job offer is made. Consideration of the background check will be tailored to the requirements of the job.

University Benefits

• Health, Life, and Flexible Spending Accounts : Penn offers comprehensive medical, prescription, behavioral health, dental, vision, and life insurance benefits to protect you and your family's health and welfare. You can also use flexible spending accounts to pay for eligible health care and dependent care expenses with pre-tax dollars.
• Tuition : Take advantage of Penn's exceptional tuition benefits . You, your spouse, and your dependent children can get tuition assistance here at Penn. Your dependent children are also eligible for tuition assistance at other institutions.
• Retirement: Penn offers generous retirement plans to help you save for your future. Penn's Basic, Matching, and Supplemental retirement plans allow you to save for retirement on a pre-tax or Roth basis. Choose from a wide variety of investment options through TIAA and Vanguard.
• Time Away from Work: Penn provides you with a substantial amount of time away from work during the course of the year. This allows you to relax, take vacations, attend to personal affairs, recover from illness or injury, spend time with family—whatever your personal needs may be.
• Long-Term Care Insurance: In partnership with Genworth Financial, Penn offers faculty and staff (and your eligible family members) long-term care insurance to help you cover some of the costs of long-term care services received at home, in the community or in a nursing facility. If you apply when you're newly hired, you won't have to provide proof of good health or be subject to underwriting requirements. Eligible family members must always provide proof of good health and are subject to underwriting.
• Wellness and Work-life Resources : Penn is committed to supporting our faculty and staff as they balance the competing demands of work and personal life. That's why we offer a wide variety of programs and resources to help you care for your health, your family, and your work-life balance.
• Professional and Personal Development: Penn provides an array of resources to help you advance yourself personally and professionally.
• University Resources: As a member of the Penn community, you have access to a wide range of University resources as well as cultural and recreational activities. Take advantage of the University's libraries and athletic facilities, or visit our arboretum and art galleries. There's always something going on at Penn, whether it's a new exhibit at the Penn Museum, the latest music or theater