HR Partner

Job-Specific Responsibilities:

The HR Partner is responsible for comprehensive human resources consulting services for a unit(s) or department(s). Provide leadership in change processes to create a culture of productivity and engagement. This role works closely with managers, and leaders to align people strategies with institutional goals and priorities. This role provides advanced guidance on workforce planning, organizational design, performance coaching, talent planning, and complex employee relations issues. 

Strategic Partnership & Workforce Planning 

• Serve as the primary HR partner to the Division of Arts and Humanities, building strong, consultative relationships with leadership and faculty. 

• Advises on workforce planning, organizational design, staffing models, and role structures 

• Translate FAS and departmental strategies into HR priorities and action plans. 

Talent Management & Organizational Development 

• Partner with leaders on succession planning and retention strategies for key staff roles. 

• Partner with FAS Talent Acquisition on relevant hiring matters within client groups 

• Consult on performance management, career progression, and development planning for staff. 

• Support change management efforts associated with reorganizations, new initiatives, or process changes within the College 

Employee Relations & Culture 

• Serve as a first-line advisor to managers on performance, conduct, and workplace climate matters, engaging employee relations and conduct specialists as needed. 

• Help identify and address patterns related to morale, engagement, and climate; recommend and help implement interventions. 

HR Policy, Compliance & Risk Management 

• Interpret and apply HR policies, procedures, and collective bargaining agreements in the FAS context, ensuring consistent and equitable practices. 

• Consult with central HR on policy questions, complex leaves, accommodations, and classification/compensation issues as needed 

• Monitor HR-related risks and propose mitigation strategies. 

Collaboration & HR Service Integration 

• Partner with central HR centers of expertise (e.g., Compensation, Benefits, Talent Acquisition, Employee/Labor Relations) to deliver coordinated HR solutions 

• Serve as a connector between FAS leadership and FAS HR leadership, ensuring FAS perspectives are represented in institution-wide HR initiatives. 

Data, Metrics & Continuous Improvement 

• Use HR data and metrics (e.g., turnover, vacancy, time-to-fill, engagement survey results) to inform recommendations and track progress. 

• Identify opportunities to streamline HR processes, improve manager capability, and enhance employee experience 

• Partner with internal Compensation team to manage compensation administration including salary setting, internal equity, classifications, annual merit increase, and bonus processes 

Working Conditions:

 

• Hybrid position based in Cambridge, MA