Senior HR Business Partner (Hybrid) - Human Resources

Washington University in St. Louis; St. Louis (MO); On-site; USD 84,000 - 149,000; Full time

Benefits offered by this job

Vacation time

Holidays

Health insurance

Metro U-Pass

Job summary

Washington University in St. Louis is seeking a strategic HR partner to collaborate with academic and administrative leaders on people strategies that advance excellence and efficiency. The role guides performance management, workforce planning, and employee engagement while championing change within the university.

The role oversees HR program implementation, policy alignment, and collaboration with CoEs, Solutions Center, and campus partners to sustain growth and organizational effectiveness.

Qualifications

• Bachelor's degree required.
• Master's degree preferred.
• SPHR certification preferred.

Responsibilities

• Strategic HR partnership with academic and administrative leaders.
• Advise on performance management, workforce planning, and engagement.
• Lead HR programs implementation and change management.
• Coordinate with CoEs and HR Solutions Center for service delivery.
• Monitor HR metrics to inform data-driven decisions.

Skills

Data Analysis

HR Policies

HR KPIs

Employee Relations

Teamwork

Oral Communications

Written Communication

Design Thinking

Problem Solving

Education

Bachelor's degree

Master's degree

SPHR certification

Job description

Position Summary

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.

Location

SAINT LOUIS, MO 63130

Scheduled Hours

40

Job Description

Primary Duties & Responsibilities

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.

Working Conditions

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.

Equipment

• Office equipment.

The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all job duties performed by the personnel so classified. Management reserves the right to revise or amend duties at any time.

Education

Required Qualifications

Bachelor's degree

Certifications/Professional Licenses

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

Work Experience

Human Resources (8 Years)

Skills

Not Applicable

Driver's License

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

Preferred Qualifications

More About This Job

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

Education

Preferred Qualifications

Master's degree

Certifications/Professional Licenses

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

Work Experience

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

Skills

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

Grade

G15

Salary Range

$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.

Questions

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

Accommodation

If you are unable to use our online application system and would like an accommodation, please email [e-mail] 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.

Pre-Employment Screening

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.

Benefits Statement

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