Important Notifications:

Application Deadline: When applying, please keep in mind this posting will close at 11:59 pm the night before the posted "end date". Applications MUST be submitted prior to this deadline.

Current Employees: Do not apply via the OSU Career site. Instead, please login to your regular Workday account and visit the Jobs Hub to apply.

Department:

University Human Resources

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Special Instructions to Applicants:

To ensure full consideration, applications must be received by 11/19/2026. Applications will continue to be accepted after the full consideration date, until a sufficient applicant pool has been achieved or the position is filled. The closing date is subject to change without notice to applicants.

When applying you will be required to attach the following electronic documents:

 

1) A resume/CV; and

 

2) A cover letter indicating how your qualifications and experience have prepared you for this position.

 

Starting salary will be commensurate with skills, education, and experience.

For additional information please contact: Tricia Olson at [email protected]

Job Summary:

Oregon State University’s University Human Resources HR Strategic Partner team is seeking an Associate HR Strategic Partner, or HR Strategic Partner to join their established team. These are full-time (1.00 FTE), 12-month, professional faculty positions.

The Associate/ HR Strategic Partner (HRSP) plays a crucial role in providing tailored and strategic consultation to OSU leaders, supporting complex decision-making, facilitating problem-solving, and fostering a diverse, equitable, inclusive, and belonging-oriented environment within the organization. Their responsibilities extend beyond traditional HR functions, encompassing a holistic approach to talent management, strategic planning, and organizational success.

 

Key contributions include:

 

·      Translating Organizational Priorities: The HRSP translates high-level organizational priorities into actionable steps that attract, develop, and retain talent. They align these actions with the strategic goals of the assigned client group.

·      Consultant and Trusted Advisor: As a key consultant, the HRSP collaborates closely with executive leadership. They provide expert guidance on matters across the human resources suite of services in alignment with both university guidelines and the culture and organizational structure of assigned client groups.

·      Partnerships and Collaboration: The HRSP actively forms partnerships with university stakeholders and leadership. Together, they co-create solutions that enhance the employee experience, aligning with the organization’s vision, mission, values, and goals. The HRSP facilitates and shepherd’s solutions through to completion.

·      Change Agent: In a dynamic environment, the HRSP acts as a change agent. They drive initiatives that promote diversity, equity, and inclusion. Whether it’s policy updates, training programs, or cultural shifts, the HRSP champions positive change.

·      Integrated HR Solutions: Beyond transactional HR tasks, the HRSP delivers strategic, value-added solutions drawing from deep knowledge of assigned client groups. These solutions address both leadership and employee needs, fostering an environment where everyone feels a sense of belonging.

Key Responsibilities:

Leadership Development and Coaching

·       Leadership Onboarding: The HRSP participates in onboarding and acclimating new leaders to OSU, contextualizing and informing leaders of the nuanced employment environment.

·       Trusted Advisor: The HRSP serves as a trusted advisor to senior leaders and their teams, proactively providing guidance on complex, high-impact areas working towards the success of the university and the leaders they support.

·       Leadership Coaching and Development: The HRSP assesses individual leadership develop needs and delivers coaching to supervisors, emphasizing their role in fostering employee experience and performance excellence in support of the university and unit level strategic plans.

·       Training: The HRSP participates in developing and facilitating supervisory and leadership training within assigned units and for university-wide cohorts.

 

Fostering Inclusive and Proactive HR Strategy

·       Strategic Alignment: As a member of clients’ leadership teams, the HRSP actively contributes to driving strategic goals throughout the organization in alignment with university and college-level strategic plans. They ensure that these goals align with organizational commitment to efforts are designed to enhance employee experience and excellence.

·       Culture and Talent Enablement: The HRSP supports client organizations’ culture, emphasizing employee engagement and talent development. Their focus is on creating an inclusive environment where employees from diverse backgrounds and perspectives thrive and contribute to strategic success.

·       Data-Driven Insights: By analyzing workforce trends, metrics, and analytics, the HRSP serves as a talent steward. They provide insights into functional talent depth, retention, succession planning, and workforce planning.

·       Organizational Design and Change: The HRSP offers consultation and advice on organizational design, restructuring within the OSU environment, change management, and implementation. They consider the impact on employees, ensuring equitable outcomes.

·       Complex Problem-Solving: The HRSP proactively drives and facilitates complex problem-solving across unit and university-level teams, ensuring positive outcomes and translating priorities across multiple areas of expertise.

 

Cultivating Positive Employee Relations

·       Performance Management Guidance: HRSPs provides proactive day-to-day guidance on performance management of varying complexity, coaching, and HR policy interpretation, developing supervisory capacity to effectively and equitably manage employee performance.

·       Relationship Building: The HRSP fosters positive relationships between management and employees, promoting an inclusive and respectful workplace.

·       Collaboration with Employee & Labor Relations: The HRSP partners closely with Employee & Labor Relations, maintaining legal compliance and minimizing risks.

 

Accelerating Change Management

·       Change Agent: The HRSP actively accelerates the development of individuals, teams, and the entire organization. They champion ideas and initiatives, in collaboration with UHR and campus partners, to design and deploy impactful and inclusive programs.

·       Metrics-Driven Change: Through process management and data-driven approaches, the HRSP leads change efforts that align with unit strategies and the university’s strategic plan, Prosperity Widely Shared.

 

HR Initiatives and Business Cycle

·       Engagement Facilitation: The HRSP ensures client participation in university-wide HR initiatives. They guide processes such as contract renewals, performance appraisals, and merit cycles, promoting equity and transparency.

Qualifications:

Required Qualifications:

Associate HRSP:

• Bachelor’s Degree in field relevant to assigned responsibilities and 5 years’ experience providing human resource consultation and strategy OR an equivalent combination of relevant education and experience.
• Demonstrated experience contributing to organizational development initiatives.
• Familiarity with change management methodologies and processes.
• Demonstrated experience consulting leaders on how to, retain and develop high performance teams while creating belonging and promoting inclusive excellence.
• Proven ability to influence decisions, provide feedback, and lead difficult conversations.
• Familiarity with compensation strategy.

This position is designated as a critical or security-sensitive position; therefore, the incumbent must successfully complete a criminal history check and be determined to be position qualified as per University Standard: 05-010 et seq. Incumbents are required to self-report convictions and those in youth programs may have additional criminal history checks every 24 months.

 

In addition to the requirements listed above, the HRSP should meet the following additional qualifications:

 

HRSP:

• Demonstrated experience leading broad organizational development initiatives.
• Demonstrated experience partnering with and providing consultation to senior leaders or executive teams on matters of complexity.
• Demonstrated experience defining and leading change management programs across a broad range of diverse audiences.
• Proven ability to influence high-impact decisions, provide critical feedback, and lead difficult conversations.
• Demonstrated ability to analyze various data and make linkages across complex organizational or business concepts, strategy, structure and processes.
• Demonstrated experience effectively coaching supervisors in support of proactive, effective and equitable performance management.
• Proven history of helping leaders attract, retain and develop high performance teams while creating belonging and promoting inclusive excellence.
• Demonstrated understanding of compensation strategy.

Preferred Qualifications:

• Familiarity with OSU UHR process and procedures.
• Current HR Professional certification.
• Experience performing HR or related duties in an institution of higher education, or comparable environment.
• Experience developing and delivering resources and training materials. 

Working Conditions/Schedule:

Salary Range:

overall payrange will be $87k - $110K depending on position hired.

Anticipated Start Date:

2027-01-08

Anticipated End Date:

When applying, please keep in mind this posting will close at 11:59 pm the night before the posted "end date". Applications MUST be submitted prior to this deadline.

We are an Equal Opportunity Employer, including disability, protected veteran, and other protected status.

OSU will conduct a review of the National Sex Offender Public website prior to hire.

OSU is a fair chance employer committed to inclusive hiring. We encourage applications from candidates who bring a wide range of lived experience including involvement with the justice system. If this position has “critical or security-sensitive” responsibilities and/or driving duties and you are selected as a finalist, your initial job offer will be contingent upon the results of a job-related pre-employment check (such as a background check, motor vehicle history check, sexual misconduct reference check, etc.). Background check results do not automatically disqualify a candidate. Take a look at our Background Checks website including the for candidates section for more details. If you have questions or concerns about the pre-employment check, please contact OSU’s Employee and Labor Relations team at [email protected].