Senior Talent Strategy Partner

JOB TITLE

Senior Talent Strategy Partner

LOCATION

Worcester

DEPARTMENT NAME

Talent Strategies and Operations

DIVISION NAME

Worcester Polytechnic Institute - WPI

JOB DESCRIPTION SUMMARY

Reporting to the Senior Director, Talent Strategies & Workforce Planning, the Senior Talent Strategy Partner (TSP) serves as a strategic advisor and primary point of contact for assigned departments. The Senior TSP provides consultative guidance to senior leaders, managers, faculty, and staff, including union-represented employees, across the full range of employee matters.

The Senior TSP partners with leaders to align Talent & Inclusion (T&I) solutions with institutional strategy and operational priorities, identifying trends and recommending proactive solutions that strengthen organizational effectiveness, culture, and employee engagement. Working alongside T&I colleagues and key stakeholders in an inclusive, student-centered academic environment, the Senior TSP advises on workforce strategy, organizational design, talent planning, and change management, and ensures consistent application of university policies, collective bargaining agreements, and legal requirements.

JOB DESCRIPTION

Serve as a strategic advisor and consultative partner to assigned departments by:

• Providing consultative guidance to leaders, managers, faculty, and staff as the primary T&I point of contact for assigned departments, including units with union-represented employees

• Partnering with leaders to align T&I solutions with institutional strategy and operational priorities, developing and executing T&I strategic plans focused on talent acquisition, performance management, culture and engagement, and retention

• Identifying trends and barriers to organizational success and advising leaders on workforce strategy, organizational design, talent planning, and change management

• Defining new roles and/or changes to existing job descriptions to enable the business unit to meet its strategic objectives

• Building strong working relationships with assigned departments by attending faculty and staff meetings and holding periodic check-ins with managers, faculty, and staff

Lead employee relations and ensure policy compliance by:

• Serving as the initial point of contact for employee concerns and advising managers on performance management, conflict resolution, and employee complaints

• Collaborating with divisional and university leadership, union representatives, and/or the Office of General Counsel to resolve conflicts, grievances, and employee relations issues in a timely manner, escalating as appropriate

• Conducting effective, thorough, and objective investigations

• Ensuring consistent interpretation and application of university policies, procedures, collective bargaining agreements, and legal requirements to mitigate organizational risk

• Serving as the university T&I representative with external agencies regarding employee-related complaints, such as EEOC, human rights, unemployment, Department of Labor, etc.

Talent Acquisition, Development & Succession Planning:

• Partner with Talent Acquisition to develop strategic recruitment plans and train hiring managers on the Talent Acquisition process

• In partnership with Learning & Development, identify departmental learning needs and develop training, leadership and manager development, and continuous learning opportunities

• Facilitate talent and performance calibration discussions with leadership teams

• Partner with leaders to identify critical roles, assess leadership bench strength, and develop succession plans and development pathways for key positions

Collaborate with other T&I teams and partners to support implementation of T&I programs, communications, and projects across assigned client groups.

Perform all other duties and responsibilities as assigned or directed by the supervisor.

Requirements:

• Bachelor's degree required

• 5–8 years of progressive HR experience, preferably in a prior HRBP role

• Demonstrated experience across multiple human resources disciplines, with knowledge of labor laws and collective bargaining agreements

• Demonstrated experience advising managers on complex workplace issues

• Proven track record of developing and executing employee engagement strategies and driving culture transformation

• Strong critical thinking, communication, conflict resolution, and facilitation skills

• Strategic thinking and sound judgment, with the ability to build relationships and influence faculty, staff, union representatives, and leaders at all levels

• Ability to handle confidential and sensitive information with discretion

Preferred Qualifications:

• Master's degree or relevant advanced degree

• Experience working in a unionized environment and interpreting collective bargaining agreements

• Experience in higher education or similarly complex organizations

• Experience conducting workplace investigations

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification

Salary Grade 9: $82,600 – $100,000 per year (depending on experience)

 

Salary is based on related experience, expertise, and internal equity; generally, new hires can expect pay between the minimum and midpoint of the range. 

 

Compensation at WPI

FLSA STATUS

United States of America (Exempt)

WPI is an Equal Opportunity Employer. All qualified candidates will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity, national origin, veteran status, or disability. It seeks individuals from all backgrounds and experiences who will contribute to a culture of creativity, collaboration, inclusion, problem solving, innovation, high performance, and change making. It is committed to maintaining a campus environment free of harassment and discrimination.