Senior Manager Organizational Design and HR Business Partner
New
S
Southern New Hampshire UniversityHigher Education
Employees must reside in, and work from, one of the above approved states: Alabama, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Michigan, Mississippi, Missouri, Nebraska, New Hampshire, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, West Virginia, Wisconsin and Wyoming.Full-TimeManager
Salary104,012 - 140,723 USD per year
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Job Details
- Experience
- 8 years of progressive experience in human resources with a focus on organizational design, workforce planning, and HRBP work; at least 3 years in a strategic HRBP role
- Required Skills
- Project ManagementData AnalysisChange ManagementWorkday
Requirements
- 8 years of progressive human resources experience focused on organizational design, workforce planning, and HRBP work.
- Minimum 3 years in a strategic HRBP role.
- Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or related field.
- Expertise in organizational design methodologies including role design, organizational assessment, and workforce planning.
- Knowledge of compensation principles such as job evaluation, leveling, and market benchmarking.
- Experience in data analysis and translation into actionable recommendations.
- Proficiency with HRIS systems, specifically Workday.
- Strong project management skills, managing complex projects and translating strategy into plans.
- Ability to communicate and influence stakeholders across all organizational levels.
- Experience working collaboratively in a matrixed environment.
- Access to a reliable internet connection and a dedicated, properly equipped workspace.
Responsibilities
- Manage organizational diagnostics, analysis, stakeholder engagement, and implementation of design initiatives.
- Develop actionable project plans and execution roadmaps for strategic organizational priorities.
- Conduct organizational effectiveness assessments including restructuring, role design, and span of control analysis.
- Support workforce planning by building models, conducting skills gap analyses, and running scenario planning.
- Serve as strategic HR Business Partner providing consultation on talent strategy and leadership challenges.
- Collaborate with internal teams like Talent Acquisition, Total Rewards, and HR Technology to deliver integrated solutions.
- Utilize organizational data to identify structural inefficiencies and optimize role alignment.
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