HR Business Partner - Organizational Effectiveness

The HR Business Partner, Organizational Effectiveness advances Webster University's mission and strategic priorities by supporting initiatives that strengthen leadership capability, workforce effectiveness, employee engagement, and organizational performance.

The HR Business Partner, Organizational Effectiveness partners with the Director, Talent Management/OE, HR business partners, and other internal stakeholders in areas of: talent management, leadership development, performance management, employee engagement, retention, and diversity and inclusion. This role collaborates with campus leaders and subject matter experts to align learning programs with institutional goals and to promote professional growth for staff, faculty and adjunct roles.

Essential Duties and Responsibilities

1. Leadership Program Development & Experiences (50%)

• Develop training initiatives (workshops, e‑learning, coaching, on‑the‑job training) aligned with organizational strategy.
• Produce instructional materials and resources for ongoing learning.
• Facilitate training sessions in-person and virtually, adapting methods to audience needs.
• Implement a monthly manager newsletter focused on building leadership competencies.
• Manage internal communications and internal websites to promote our programs and learning resources.
• Measure training effectiveness, ROI, and impact on business results.

2. Support Performance Improvement, Engagement and Retention Initiatives (30%)

• Manage project timelines, milestones and deliverables for OE initiatives, including the annual performance management process and leadership development programs.
• Support the University's performance management framework, providing guidance and coaching to leaders on goal setting, employee development, performance improvement, corrective action, and talent planning.
• Train employees in-person and virtually on the annual performance management process.
• Support employee recognition, communication, and engagement initiatives that strengthen organizational culture, employee/student experience, and workforce effectiveness.
• Manage the annual mandatory training program administration, provide employee support to gain buy-in and compliance, report out on metrics.
• Embed diversity and inclusion best practices into all programs and processes.

3. Leadership Consultation, Partnership & Influence (20%)

• Partner with university leadership to foster a culture of accountability, engagement, continuous learning, and high performance aligned with Webster University's mission and strategic priorities.
• Utilize workforce analytics, metrics, and reporting to identify trends, assess organizational effectiveness, and inform strategic talent and workforce decisions.
• Research Organizational Development best practices and emerging tools; recommend enhancements to existing programs based on current thinking in the field.

Salary range for this position is: $60,000-$70,000 annually.

Qualifications

• At least 4–7 years of progressively responsible Human Resources experience, including experience leading complex talent, organizational effectiveness, or workforce initiatives and supervising professional staff.
• Bachelors Degree in Organizational Development, Human Resource Management, or other related HR specialization (leadership development, learning & development, etc.)

Functional/Technical Skills

• Evidence of experience in the design, development and delivery of leadership development interventions and training solutions
• Exceptional communication, consulting, facilitation, and relationship-building skills, with the ability to influence and collaborate effectively across all levels of the University.
• Demonstrated knowledge of human resources principles and practices, including talent management, performance management, organizational development, workforce planning, and employment law compliance.
• Strong project management, and organizational skills with the ability to manage multiple priorities, drive strategic initiatives, and achieve results in a dynamic environment.
• Demonstrated ability to build trusted partnerships, exercise sound judgment, and navigate sensitive employee and organizational matters with professionalism, discretion, and confidentiality.
• Experience leading cross-functional initiatives, facilitating change, and collaborating with diverse stakeholders to achieve institutional goals.
• Proficiency with HR technologies, workforce analytics, Microsoft Office applications, and other business systems used to support data-driven decision making.
• Ability to adapt to changing priorities, manage competing demands, and maintain effectiveness in a demanding environment.
• Demonstrated commitment to continuous improvement, customer service excellence, operational effectiveness, and fostering an inclusive and engaging workplace culture.