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SalaryWest Virginia University is currently accepting applications for a (Hybrid) Assistant Director, Strategic Human Resources Partner (SHRP).
About the Opportunity
Reporting to the Director of Strategic Human Resources Partners, the Assistant Director, Strategic Human Resources Partner (SHRP) is a trusted advisor and plays a pivotal role in delivering proactive and strategic human resources support to assigned units as well as providing back-up support to the Director position and clients.
As a seasoned HR professional, the Assistant Director, Strategic HRP serves as a key advisor to unit senior leadership and management teams, contributing to the development and implementation of HR solutions aligned with unit and university strategies. The Assistant Director, Strategic HRP operates as a collaborative partner, ensuring high-quality customer service, fostering employee engagement, and contributing to the positive culture of the unit. This position provides the Director with assistance on high risk or opportunity issues as well as the implementation of special projects assigned to the SHRP team for organization-wide impact.
We strongly believe in work-life balance and keeping time for things we love outside our work. WVU offers generous benefits, including:
- 37.5-hour work week
- 13 paid holidays (staff holiday calendar)
- 24 annual leave (vacation) days per year
- 18 sick days per year
- WVU offers a range of health insurance and other benefits (this position is a benefits-eligible non-classified staff position)
- 401(a) retirement savings with 6% employee contribution match, eligibility to continue health insurance, and other retiree perks. Looking for more retirement benefits information? Check out retirement health insurance benefits, retirement income, and FAQ’s.
- Wellness programs
This position is hybrid, with the expectation of a schedule that includes onsite and work from home opportunity. Maintaining a physical presence on campus at least 60% of the time to better understand the culture of the departments supported is required.
Client/Customer Focus Areas will include but are not limited to: Academic Support Units, University Relations, Alumni Association, and new VP of Enrollment Management
What you'll do:
Assignment of Units:
SHPR will be assigned a portfolio of areas to serve as the Strategic HRP for that unit and its leadership team. Those assignments may change as the discretion of the Director.
Strategic Partnership and Alignment:
Clearly understand and align work with the overall strategic vision and goals of the leaders and units supported, as well as the larger University.
Provide HR strategic and project support to leaders and their units, collaborating to meet the needs of the Department.
Collaborate with unit leadership to understand and support the strategic vision of the unit.
Define, build, and implement value-added HR strategies and solutions to align with the unit's goals.
Assists the Director in formulating best practices for the SHRP team as well as collaborating on the design of initiatives rolled out to meet strategic objectives, ensuring alignment and continuity of practice across the client areas.
Strategic Advisory Role:
Serve as a key strategic advisor to unit senior leadership and management teams.
Provide guidance on strategic organizational needs, driving change, building high-performing teams, and growing leadership capability aligned with unit strategy.
Mentorship and Collaboration:
Provides senior level mentorship and support to the other SHRPs and assists the Director in identifying developmental needs, opportunities and plans.
May provide training and demonstration of new strategic practices to the SHRP team.
Serves as the back-up leadership support to the SHRP team in the absence of the Director.
Collaborate closely with the SHRPs across units to ensure seamless support for their assigned portfolio and the organization.
Foster and maintain collaborative relationships with subject-matter experts in the T&C Centers of Expertise, Shared Services Center and other internal partners.
Employee Engagement:
Ensure high quality customer service to all employees in assigned area by maintaining a high level of engagement in areas with direct employee impact.
Proactively monitor turnover/retention trends and conduct exit interview analysis.
Work with leaders to create and implement unit-specific recognition programs.
Develop actionable goals for improving departmental engagement.
Onboarding and Offboarding:
Assist with new employee departmental onboarding initiatives.
Ensure a positive experience for employees at both onboarding and offboarding stages.
People Programs:
Collaborate with Leadership and Organizational Development (LOD) team to create effective people programs, including mentoring initiatives and personal development plans.
Make recommendations to LOD for new people programs based on observed needs in the units and/or utilize resources to develop unit specific people programs.
Talent Management and Succession Planning:
Create and implement a lifecycle approach to talent management focused on forecasting, staffing, career/succession planning.
Proactively engage in organizational, succession, and talent planning in collaboration with departmental leaders.
Conduct exit interviews and stay interviews, analyze data and make recommendations to the management team for continuous improvement.
Introduce and implement talent planning programming such as 9-box exercises to identify and develop top talent.
Performance Management :
Assist leaders in calibrating staff performance evaluations, ensuring accuracy, completeness, and strategic focus.
Provide coaching and training to leaders on general performance management and improvement.
Leadership Coaching:
Conduct regular meetings with unit leaders for trust-building, relationship fostering, and leadership coaching and development.
Culture Development:
Assist unit leaders in developing and maintaining a positive culture.
Address concerns and brainstorm solutions to enhance workplace culture.
Quarterly Meetings:
Organize quarterly meetings between leaders and key individuals in other HR service units to discuss needs and concerns.
Track, monitor, and assist in the implementation of action items from the meetings.
Strategic Planning and Data Analysis:
Utilize available data to analyze trends within the unit and provide recommendations for Talent & Culture programs or initiatives.
Share and provide recommendations to T&C central areas on specific needs to support the organization's strategic goals.
Assist Director and operational support in developing tools and reports that can be utilized across the SHRP team for reporting data in a meaningful and easy to use manner.
Change Management:
Provide guidance and facilitate change management within the unit and organization.
Referral to Subject Matter Experts:
Act as a conduit for issues, referring them to the relevant Talent & Culture COEs or Shared Services for resolution.
Involve COE partners when necessary, avoiding a middleman role.
Work collaboratively with the Provost Office on personnel matters regarding faculty.
Develop an in-depth understanding of other available University resources, such as Global Affairs, that are relied upon for specific subject-matter expertise and develop relationships/contacts with those specialists.
Other Duties as Assigned:
Complete other duties as assigned by the Director or AVP of Talent & Culture.
Education:
Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field, or equivalent professional human resources business partner or generalist experience.
Experience:
Minimum 8 years of relevant professional experience in human resources with a minimum of 3 years’ experience as a senior or mid-level human resources partner.
Demonstrated successful experience delivering strategic human resources support and consultation to leaders.
SHRM-CP, SHRM-SCP, or SPHR certification is preferred.
Knowledge, Skills, and Abilities
Strong strategic planning skills.
Experience in leading multiple projects with strong prioritization skills.
Ability to work closely and collaboratively with all levels of management.
Excellent interpersonal skills.
Effective written and verbal communication skills.
Consultative approach to delivering human resources services.
Exceptional analytical, reporting, and presentation skills.
Knowledge of employment laws and practices.
Ability to handle sensitive confidential information.
At West Virginia University, we leverage our talents and resources to create a better future for our state and the world. As West Virginia's land-grant university, WVU has three campuses that touch each corner of the state. The WVU System includes 518 buildings on 15,880 acres, Extension Service offices in all 55 counties, ten experimental farms and four forests.
From the groundbreaking R1 research of our flagship campus in Morgantown to the career-oriented programs of WVU Potomac State in Keyser to the technology-intensive programs at WVU Tech in Beckley — the contributions of WVU employees directly impact the 1.8 million people of West Virginia every day, no matter their role or position.
Service, curiosity, respect, accountability, and appreciation are the core values that unite Mountaineers, inspiring one another to work tirelessly and support others as they seek to reach new heights. After all, when you're a Mountaineer, impossible is just another mountain to climb.
Creating an inclusive, engaged, and dynamic learning environment is core to WVU’s academic mission. We welcome candidates who can contribute a range of ideas, approaches, and experiences.
West Virginia University is proud to be an Equal Opportunity employer and is the recipient of an NSF ADVANCE award for gender equity. The University values diversity among its faculty, staff, and students, and invites applications from all qualified applicants regardless of race, ethnicity, color, religion, gender identity, sexual orientation, age, nationality, genetics, disability, or Veteran status.
