Strategic Workforce Architect

Stony Brook University; Stony Brook (NY); Sur place; USD 95 000 - 140 000; Plein temps

Résumé du poste

Stony Brook University seeks a Senior Workforce Strategy Partner to advise academic, research, clinical, and administrative leaders on workforce planning and organizational design. You will guide position management and compensation-informed decisions, shaping effective staffing and resource allocation.

The role supports the integrated Jobs-to-Compensation model and collaborates with HR partners to ensure roles are designed before recruitment, with analytics guiding staffing decisions and

Qualifications

• Bachelor's degree and three years of full-time professional HR experience.
• Experience in workforce planning, compensation, classification, HR consulting or workforce analytics.
• Proficiency in Microsoft Office Suite, including advanced Excel functions.

Responsabilités

• Serve as strategic advisor to leaders on workforce planning, organizational design, position management, and compensation-informed decisions.
• Support the University's Jobs-to-Compensation model by defining workforce needs before recruitment.
• Recommend role redesign, workforce restructuring, talent development, reassignment of responsibilities, or new positions.
• Partner with HR Business Partners, Talent Acquisition, and Compensation to ensure work is designed, appropriately structured, and valued before hiring.
• Perform advanced classification and compensation analyses to support workforce strategy and departmental operations.
• Contribute to development of tools, resources, frameworks, and practices for workforce strategy across the University.

Connaissances

Workforce planning

Compensation

Classification

HR consulting

Workforce analytics

Advanced Excel functions

Microsoft Office Suite

Formation

Bachelor's degree

Outils

Microsoft Office Suite

Excel

Description du poste

Stony Brook University seeks a Senior Workforce Strategy Partner to advise academic, research, clinical, and administrative leaders on workforce planning and organizational design. You will guide position management and compensation-informed decisions, shaping effective staffing and resource allocation.

The role supports the integrated Jobs-to-Compensation model and collaborates with HR partners to ensure roles are designed before recruitment, with analytics guiding staffing decisions and