Department: Office of Human Resources
Salary/Grade: EXS/15

Position Summary        
The Director HR Business Partner/Consulting & University Policy provides leadership in all aspects of human resources ensuring the development and implementation of people practices and programs that support and help execute the Unit’s/University’s strategic agenda.

Establishes and leads a strong business partnership between NUHR and the University and has oversight of and provides leadership to the HR Business Partner/Consulting (HRC) team.   The incumbent partners with University leaders and individuals at all levels to provide customized and practical HR solutions to Unit/University challenges and aligns HR strategies with unit/division priorities and execution of the same.
In partnership with the COEs and HR leadership, the Director works to provide practical solutions to challenges across a range of HR functions including talent management (recruitment, workforce planning, development, retention, assessment, and succession), organization design and effectiveness, engagement and culture, diversity and staff compensation to help drive the HR strategic agenda.  This role is critical to maintaining excellence and providing input on a wide range of HR activities from strategic initiatives to tactical execution of programs.

Principal Activities

Business Partner Support and Relationship Management

• Leads a strong business partnership between NUHR and the University with focus on achieving unit/university goals.
• Facilitates the process of analyzing strategic and operational issues and formulating goals, strategies and action plans to achieve unit objectives.
• Participates in meetings as a strategic partner to understand the long-term and short-term division goals and translate into actionable HR plans.
• Directs and leads the HR Business Partner/Consultant team including the planning, development and implementation of all unit-based human resources programs, in line with University strategic initiatives, as well as the execution of critical special projects.
• Consults, coaches and advises HR Business Partners/Consultants and University leadership on highly complex OD and OE initiatives.
• Coaches leaders in change management and leadership strategies that support the achievement of unit priorities.

HR Practice Excellence

• Partners with the Departments’ Centers of Excellence in all talent management and leadership development initiatives to identify key barriers or core problems and applies problem-solving skills to effectively and creatively resolve issues.
• Navigates the organization successfully and positions him/herself in meetings and settings to learn about strategic initiatives that impact and its implications on the units served.
• Effectively performs HR processes (e.g., employee relations, transitions, performance coaching, etc.) well and efficiently.
• Ensures compliance with federal, state and local regulations; interprets HR policies and regulations and advises individuals of their applications, taking into account their particular needs.
• Contributes to the process of analyzing strategic and operational issues and formulating goals, strategies and action plans to achieve HR objectives through continual process improvement.

Policy and Procedure Development

• Provide strategic direction and leadership on the development of appropriate HR Policies across the University, monitor employment legislation developments, assess the impact on the University and develop policies to maintain legal compliance.
• Assess current and future policy requirements to support strategic aims in conjunction with University leadership. 
• Research best practice to enable best design of University policies.
• Project manage the implementation and review of HR policies. Impact assess the equality and diversity impact of all HR policies

Staff Management

• Responsible for building skills and capabilities across the HR Business Partner/Consulting team to enable resources to effectively implement key HR initiatives.  
• Supervises and coordinates the work activities of subordinates and staff, makes recommendations for evaluation, hiring, firing or administration of discipline. 
• Establishes goals and performance objectives. 
• Coaches and counsels staff members relative to performance improvement, training and development, team effectives, cross-training, etc.

Minimum Qualifications

• 15 or more years of broad human resources leadership experience in a complex, academic, medical, or corporate environment;
• 10 years at a senior management or executive level;
• An undergraduate degree (advanced degree/HR certification preferred),
• Demonstrated excellence in executive leadership, communication, relationship building, and success in leading and HR team (without direct authority).

Northwestern requires all staff and faculty to be vaccinated against COVID-19, subject to limited exceptions. For more information, please visit our COVID-19 and Campus Updates website.

The Northwestern campus sits on the traditional homelands of the people of the Council of Three Fires, the Ojibwe, Potawatomi, and Odawa as well as the Menominee, Miami and Ho-Chunk nations. We acknowledge and honor the original people of the land upon which Northwestern University stands, and the Native people who remain on this land today.

Northwestern University is an Equal Opportunity, Affirmative Action Employer of all protected classes, including veterans and individuals with disabilities. Women, racial and ethnic minorities, individuals with disabilities, and veterans are encouraged to apply. Click for information on EEO is the Law.