%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ETalent and Culture at West Virginia University is currently accepting applications for a Strategic HR Partner.%3C/span%3E%3C/p%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EAbout the Opportunity%3C/strong%3E%3C/span%3E%3C/p%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EReporting to the Director of Strategic HR Partners, the Strategic HR Partner (Consultant) plays a pivotal role in delivering proactive and strategic human resources support to assigned units. As a seasoned HR professional, the Strategic HR Partner serves as a key advisor to unit senior leadership and management teams, contributing to the development and implementation of HR solutions aligned with unit and university strategies. The Strategic HR Partner%26nbsp;operates as a collaborative partner, ensuring high-quality customer service, fostering employee engagement, and contributing to the positive culture of the unit. In conjunction with the Director, the Strategic HR Partner is responsible for a key segment of the Strategic Partner function (EE Engagement, Talent Planning %26amp; Management, Performance Management Advising, Retention/Talent Excellence, or Strategic Management).%3C/span%3E%3C/p%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EWe strongly believe in work-life balance and keeping time for things we love outside our work. WVU offers generous benefits, including%5C:%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E37.5-hour work week%26nbsp;%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E13 paid holidays (%3C/span%3E%3Ca href=%22https%5C://talentandculture.wvu.edu/benefits-and-compensation/holiday-schedule%22%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3Estaff holiday calendar%3C/span%3E%3C/a%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E)%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E24 annual leave (vacation) days per year (%3C/span%3E%3Ca href=%22https%5C://talentandculture.wvu.edu/benefits-and-compensation/time-off/ee-leave%22%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3Eemployee leave%3C/span%3E%3C/a%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E)%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E18 sick days per year (for when you’re ill, for when you need time to care for sick family, for your own, or your family’s, regularly scheduled medical appointments. Who is family for the purpose of this leave? A lot of people in your life including immediate relatives and in-laws as well as others considered to be members of your household living under the same roof)%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EWVU offers a range of %3C/span%3E%3Ca href=%22https%5C://talentandculture.wvu.edu/benefits-and-compensation/insurance-plans%22%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3Ehealth insurance and other benefits%3C/span%3E%3C/a%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E401(a) retirement savings with 6% employee contribution match, eligibility to continue health insurance, and other retiree perks. Looking for %3C/span%3E%3Ca href=%22https%5C://talentandculture.wvu.edu/benefits-and-compensation/retirement%22%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3Emore retirement benefits information%3C/span%3E%3C/a%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E? Check out retirement health insurance benefits, retirement income, and FAQ’s.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EWellness programs%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EWhat You%27ll Do%3C/strong%3E%3C/span%3E%3C/p%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EAssignment of Units%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EStrategic HR Partner%26nbsp;will be assigned a portfolio of areas to serve as the Strategic Partner-Consultant for that unit and its leadership team. The portfolio of areas will typically be areas with a higher-level complexity of organizational and/or HR related needs. Those assignments may change at the discretion of the Director.%26nbsp;%3C/span%3E%3C/li%3E%3Cli%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EStrategic HR Partner may utilize the support of Specialists to deliver services in employee life cycle events such as onboarding, offboarding, delivering training, etc.%3C/span%3E%3C/p%3E%3Cp%3E%26nbsp;%3C/p%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EStrategic Partnership and Alignment%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EClearly understand and align work with the overall strategic vision and goals of the leaders and units supported, as well as the larger University.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EProvide strategic HR and project support to leaders and their units, collaborating to meet the needs of the Department.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECollaborate with unit leadership to understand and support the strategic vision of the unit.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EDefine, build, and implement value-added HR strategies and solutions to align with the unit%27s goals.%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EStrategic Advisory Role%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EServe as a strategic advisor to unit senior leadership and management teams.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EProvide guidance on strategic organizational needs, driving change, building high-performing teams, and growing leadership capability aligned with unit strategy.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EMay be assigned to lead strategic Talent %26amp; Culture projects and/or project teams by either the Director or AVP, T%26amp;C%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EWill lead development opportunities for other members of the Strategic HR Partner Team and/or other T%26amp;C colleagues to assist in building strategic skills within the group.%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EEmployee Engagement Strategy%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EEvaluate and advise on activities that correlate with successful employee engagement, including the following%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EOnboarding %26amp; Offboarding – assess current practices and find opportunities for improvement within colleges, divisions, and units.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EEngagement Surveys %26amp; Focus Groups – partner with leaders to conduct surveys that will assess the engagement levels of employees and identify opportunities for improvement, including follow-up and action plans. Engage employees in facilitated focus groups that allow for feedback on a variety of engagement related topics and provide recommendations to leadership for follow-up action plans and strategies.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAppreciation and Recognition – work within units to assess and recommend activities and actions related to appreciation and recognition at the college/division level, often in collaboration with a unit-based committee.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECollaboration with SP Team, T%26amp;C Centers of Expertise, Shared Services, and other internal partners – ensure seamless support for the organization’s people needs by collaborating with other subject matter experts on a wide variety of HR topics.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECustomer Service – ensure high quality customer service to all employees in assigned client areas by maintaining a high level of engagement with direct employee impact.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3ETalent Planning %26amp; Management%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAdvise and counsel leadership on advanced talent strategies and work with the T%26amp;C subject-matter experts to develop plans and initiatives. This includes planning for anticipated vacancies, identifying the development needs of the current workforce, planning for anticipated changes to the workforce, as well as identifying retention and growth strategies for top performers. Translating organizational needs into a people strategy that will advance organizational goals is a key function of the role. This will include the following%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAligning anticipated workforce changes with strategies that will help the unit meet its objectives.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EIdentifying opportunities for leadership and talent development and coordinating with leadership and subject matter experts to plan and implement development offerings.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAttracting, developing, and retaining top talent.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAssisting leaders in building organizational structures/models that are strong, effective, and meet the goals of the organization.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EProactively engaging in succession planning and identifying hi-potential and critical talent development plans with leadership.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EPerformance Management Advising%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EDevelop strategies for managing low performers as well as development planning for high performers, including advising on addressing behaviors that may impact performance, and providing techniques to build an engaged, highly productive workforce. This may include%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECoaching for success, with people leaders as well as providing coaching advice for individual contributors.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ETalent Development%26nbsp;%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAssisting leaders with goal setting techniques and prompts as well as teaching others how to monitor and track goal progress.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EPerformance rating calibration and alignment – coaching people leaders through the performance review process, how to avoid rating errors, apply consistency in evaluation, and connect to strategic purpose throughout the units.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3ERetention/Talent Excellence%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAssess current conditions, identify best practices, as well as advise on proactive solutions to address retention and talent excellence. This may include%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ENew hire check-ins – these conversations will inform the organization on best practices and areas for improvement related to the onboarding and new hire orientations.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EEmployee Experience Discussions – engage in this practice as well as teach and coach people leaders on implementing this practice into the life cycle of the employee, which will provide input and feedback into daily best practices as well as opportunities to improve employee engagement.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EExit Interviews – will participate in the review of exit interview and exit data; identifying trends for improvement needed. They may also identify red flag concerns from this practice that need to be coordinated and addressed with other T%26amp;C subject-matter experts.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECompensation Partnership – should develop an awareness of any compensation concerns that need an intervention with the subject-matter experts in Compensation, and partner with that group and leadership to develop strategies to address the concerns.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EStrategic Management %26nbsp;%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EThis proactive function will utilize available data and expected variables to address upcoming workforce needs in partnership with college and division leadership. This may include%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EChange Management Practices – studying and applying change management practices to a variety of situations and environments where change is being implemented, assisting leadership in developing strategies to approach and integrate changes within their units.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EBusiness Acumen – must exhibit a strong understanding and grasp of the terminology that defines successful business practices within the units, including understanding the business goals and advising on people strategies that will help the organization achieve those goals. There must be an understanding of upcoming operational initiatives, financial objectives, and the alignment of talent with these objectives.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECurrent and Future Organizational Planning – %26nbsp;understand the current organizational structure and talent needs, aiding in developing organizational charts and people alignment, as well as working strategically with leaders on changes that need to be made to develop future organizational structures and align with future objectives.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EUtilize available data to analyze trends within the unit and provide recommendations for Talent %26amp; Culture programs or initiatives.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EClient Connections%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EDevelop successful relationships and partnerships with the employees and people leaders in the client areas that they support. These connections will be successful through%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ERelationship Development – maintaining a presence in client areas that leads to strong relationships with people leaders and individual contributors within the units.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ELeadership Coaching – conduct regular meetings with unit leaders for trust-building, relationship fostering, and leadership coaching and development.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAction Management – task and action tracking related to T%26amp;C objectives and goals being discussed and committed to with organizational leaders.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EFacilitation of leadership meetings with T%26amp;C support teams.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EOther Duties as Assigned%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EComplete other duties as assigned by the Director or AVP of Talent %26amp; Culture.%26nbsp;%3C/span%3E%3C/li%3E%3C/ul%3E %3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ETalent and Culture at West Virginia University is currently accepting applications for a Strategic HR Partner.%3C/span%3E%3C/p%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EAbout the Opportunity%3C/strong%3E%3C/span%3E%3C/p%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EReporting to the Director of Strategic HR Partners, the Strategic HR Partner (Consultant) plays a pivotal role in delivering proactive and strategic human resources support to assigned units. As a seasoned HR professional, the Strategic HR Partner serves as a key advisor to unit senior leadership and management teams, contributing to the development and implementation of HR solutions aligned with unit and university strategies. The Strategic HR Partner%26nbsp;operates as a collaborative partner, ensuring high-quality customer service, fostering employee engagement, and contributing to the positive culture of the unit. In conjunction with the Director, the Strategic HR Partner is responsible for a key segment of the Strategic Partner function (EE Engagement, Talent Planning %26amp; Management, Performance Management Advising, Retention/Talent Excellence, or Strategic Management).%3C/span%3E%3C/p%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EWe strongly believe in work-life balance and keeping time for things we love outside our work. WVU offers generous benefits, including%5C:%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E37.5-hour work week%26nbsp;%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E13 paid holidays (%3C/span%3E%3Ca href=%22https%5C://talentandculture.wvu.edu/benefits-and-compensation/holiday-schedule%22%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3Estaff holiday calendar%3C/span%3E%3C/a%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E)%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E24 annual leave (vacation) days per year (%3C/span%3E%3Ca href=%22https%5C://talentandculture.wvu.edu/benefits-and-compensation/time-off/ee-leave%22%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3Eemployee leave%3C/span%3E%3C/a%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E)%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E18 sick days per year (for when you’re ill, for when you need time to care for sick family, for your own, or your family’s, regularly scheduled medical appointments. Who is family for the purpose of this leave? A lot of people in your life including immediate relatives and in-laws as well as others considered to be members of your household living under the same roof)%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EWVU offers a range of %3C/span%3E%3Ca href=%22https%5C://talentandculture.wvu.edu/benefits-and-compensation/insurance-plans%22%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3Ehealth insurance and other benefits%3C/span%3E%3C/a%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E401(a) retirement savings with 6% employee contribution match, eligibility to continue health insurance, and other retiree perks. Looking for %3C/span%3E%3Ca href=%22https%5C://talentandculture.wvu.edu/benefits-and-compensation/retirement%22%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3Emore retirement benefits information%3C/span%3E%3C/a%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E? Check out retirement health insurance benefits, retirement income, and FAQ’s.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EWellness programs%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EWhat You%27ll Do%3C/strong%3E%3C/span%3E%3C/p%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EAssignment of Units%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EStrategic HR Partner%26nbsp;will be assigned a portfolio of areas to serve as the Strategic Partner-Consultant for that unit and its leadership team. The portfolio of areas will typically be areas with a higher-level complexity of organizational and/or HR related needs. Those assignments may change at the discretion of the Director.%26nbsp;%3C/span%3E%3C/li%3E%3Cli%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EStrategic HR Partner may utilize the support of Specialists to deliver services in employee life cycle events such as onboarding, offboarding, delivering training, etc.%3C/span%3E%3C/p%3E%3Cp%3E%26nbsp;%3C/p%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EStrategic Partnership and Alignment%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EClearly understand and align work with the overall strategic vision and goals of the leaders and units supported, as well as the larger University.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EProvide strategic HR and project support to leaders and their units, collaborating to meet the needs of the Department.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECollaborate with unit leadership to understand and support the strategic vision of the unit.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EDefine, build, and implement value-added HR strategies and solutions to align with the unit%27s goals.%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EStrategic Advisory Role%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EServe as a strategic advisor to unit senior leadership and management teams.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EProvide guidance on strategic organizational needs, driving change, building high-performing teams, and growing leadership capability aligned with unit strategy.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EMay be assigned to lead strategic Talent %26amp; Culture projects and/or project teams by either the Director or AVP, T%26amp;C%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EWill lead development opportunities for other members of the Strategic HR Partner Team and/or other T%26amp;C colleagues to assist in building strategic skills within the group.%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EEmployee Engagement Strategy%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EEvaluate and advise on activities that correlate with successful employee engagement, including the following%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EOnboarding %26amp; Offboarding – assess current practices and find opportunities for improvement within colleges, divisions, and units.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EEngagement Surveys %26amp; Focus Groups – partner with leaders to conduct surveys that will assess the engagement levels of employees and identify opportunities for improvement, including follow-up and action plans. Engage employees in facilitated focus groups that allow for feedback on a variety of engagement related topics and provide recommendations to leadership for follow-up action plans and strategies.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAppreciation and Recognition – work within units to assess and recommend activities and actions related to appreciation and recognition at the college/division level, often in collaboration with a unit-based committee.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECollaboration with SP Team, T%26amp;C Centers of Expertise, Shared Services, and other internal partners – ensure seamless support for the organization’s people needs by collaborating with other subject matter experts on a wide variety of HR topics.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECustomer Service – ensure high quality customer service to all employees in assigned client areas by maintaining a high level of engagement with direct employee impact.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3ETalent Planning %26amp; Management%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAdvise and counsel leadership on advanced talent strategies and work with the T%26amp;C subject-matter experts to develop plans and initiatives. This includes planning for anticipated vacancies, identifying the development needs of the current workforce, planning for anticipated changes to the workforce, as well as identifying retention and growth strategies for top performers. Translating organizational needs into a people strategy that will advance organizational goals is a key function of the role. This will include the following%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAligning anticipated workforce changes with strategies that will help the unit meet its objectives.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EIdentifying opportunities for leadership and talent development and coordinating with leadership and subject matter experts to plan and implement development offerings.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAttracting, developing, and retaining top talent.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAssisting leaders in building organizational structures/models that are strong, effective, and meet the goals of the organization.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EProactively engaging in succession planning and identifying hi-potential and critical talent development plans with leadership.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EPerformance Management Advising%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EDevelop strategies for managing low performers as well as development planning for high performers, including advising on addressing behaviors that may impact performance, and providing techniques to build an engaged, highly productive workforce. This may include%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECoaching for success, with people leaders as well as providing coaching advice for individual contributors.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ETalent Development%26nbsp;%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAssisting leaders with goal setting techniques and prompts as well as teaching others how to monitor and track goal progress.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EPerformance rating calibration and alignment – coaching people leaders through the performance review process, how to avoid rating errors, apply consistency in evaluation, and connect to strategic purpose throughout the units.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3ERetention/Talent Excellence%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAssess current conditions, identify best practices, as well as advise on proactive solutions to address retention and talent excellence. This may include%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ENew hire check-ins – these conversations will inform the organization on best practices and areas for improvement related to the onboarding and new hire orientations.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EEmployee Experience Discussions – engage in this practice as well as teach and coach people leaders on implementing this practice into the life cycle of the employee, which will provide input and feedback into daily best practices as well as opportunities to improve employee engagement.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EExit Interviews – will participate in the review of exit interview and exit data; identifying trends for improvement needed. They may also identify red flag concerns from this practice that need to be coordinated and addressed with other T%26amp;C subject-matter experts.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECompensation Partnership – should develop an awareness of any compensation concerns that need an intervention with the subject-matter experts in Compensation, and partner with that group and leadership to develop strategies to address the concerns.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EStrategic Management %26nbsp;%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EThis proactive function will utilize available data and expected variables to address upcoming workforce needs in partnership with college and division leadership. This may include%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EChange Management Practices – studying and applying change management practices to a variety of situations and environments where change is being implemented, assisting leadership in developing strategies to approach and integrate changes within their units.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EBusiness Acumen – must exhibit a strong understanding and grasp of the terminology that defines successful business practices within the units, including understanding the business goals and advising on people strategies that will help the organization achieve those goals. There must be an understanding of upcoming operational initiatives, financial objectives, and the alignment of talent with these objectives.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ECurrent and Future Organizational Planning – %26nbsp;understand the current organizational structure and talent needs, aiding in developing organizational charts and people alignment, as well as working strategically with leaders on changes that need to be made to develop future organizational structures and align with future objectives.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EUtilize available data to analyze trends within the unit and provide recommendations for Talent %26amp; Culture programs or initiatives.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EClient Connections%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EDevelop successful relationships and partnerships with the employees and people leaders in the client areas that they support. These connections will be successful through%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ERelationship Development – maintaining a presence in client areas that leads to strong relationships with people leaders and individual contributors within the units.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ELeadership Coaching – conduct regular meetings with unit leaders for trust-building, relationship fostering, and leadership coaching and development.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAction Management – task and action tracking related to T%26amp;C objectives and goals being discussed and committed to with organizational leaders.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EFacilitation of leadership meetings with T%26amp;C support teams.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EOther Duties as Assigned%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EComplete other duties as assigned by the Director or AVP of Talent %26amp; Culture.%26nbsp;%3C/span%3E%3C/li%3E%3C/ul%3E %3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EBachelor’s degree in Human Resources, Organizational Development, Business, or a related field%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EA minimum of six (6) years of experience in the following%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ERelevant professional experience in human resources with a minimum of 3 years’ experience as a human resources partner or comparable experience.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EDemonstrated successful experience delivering strategic human resources support and consultation to leaders.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAny equivalent combination of related education and/or experience will be considered.%3C/span%3E%3Cbr%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAll qualifications must be met by the time of employment.%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EKnowledge, Skills, and Abilities%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EStrong strategic planning skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EExperience in leading multiple projects with strong prioritization skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAbility to work closely and collaboratively with all levels of management.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EExcellent interpersonal skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EEffective written and verbal communication skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EConsultative approach to delivering human resources services.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EExceptional analytical, reporting, and presentation skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EKnowledge of employment laws and practices.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAbility to handle sensitive confidential information.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ESolid data-gathering and problem-analysis skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAbility to apply judgment to solving both HR issues and business problems.%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EPreferred Qualifications%26nbsp;%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ESHRM-CP, SHRM-SCP, or SPHR certification is preferred.%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3ERequirements%26nbsp;%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EMaintain a physical presence on campus at least 60% of the time to better understand the culture of the departments supported.%3C/span%3E%3C/li%3E%3C/ul%3E %3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EBachelor’s degree in Human Resources, Organizational Development, Business, or a related field%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EA minimum of six (6) years of experience in the following%5C:%3C/span%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ERelevant professional experience in human resources with a minimum of 3 years’ experience as a human resources partner or comparable experience.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EDemonstrated successful experience delivering strategic human resources support and consultation to leaders.%3C/span%3E%3C/li%3E%3C/ul%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAny equivalent combination of related education and/or experience will be considered.%3C/span%3E%3Cbr%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAll qualifications must be met by the time of employment.%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EKnowledge, Skills, and Abilities%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EStrong strategic planning skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EExperience in leading multiple projects with strong prioritization skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAbility to work closely and collaboratively with all levels of management.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EExcellent interpersonal skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EEffective written and verbal communication skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EConsultative approach to delivering human resources services.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EExceptional analytical, reporting, and presentation skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EKnowledge of employment laws and practices.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAbility to handle sensitive confidential information.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ESolid data-gathering and problem-analysis skills.%3C/span%3E%3C/li%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EAbility to apply judgment to solving both HR issues and business problems.%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3EPreferred Qualifications%26nbsp;%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3ESHRM-CP, SHRM-SCP, or SPHR certification is preferred.%3C/span%3E%3C/li%3E%3C/ul%3E%3Cp%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3E%3Cstrong%3ERequirements%26nbsp;%3C/strong%3E%3C/span%3E%3C/p%3E%3Cul%3E%3Cli%3E%3Cspan style=%22font-family%5C:Arial, Helvetica, sans-serif;font-size%5C:14px;%22%3EMaintain a physical presence on campus at least 60% of the time to better understand the culture of the departments supported.%3C/span%3E%3C/li%3E%3C/ul%3E
West Virginia University is a place of purpose and community. We take pride in our profound impact on the state of West Virginia and are committed to the personal and professional growth of our employees.
From the groundbreaking R1 research at our flagship campus in Morgantown to the career-oriented programs at WVU Potomac State in Keyser, and the technology-intensive programs at WVU Tech in Beckley, the contributions of WVU employees resonate across the state, touching lives and shaping futures.
At WVU, you will discover a supportive community that champions work-life balance and fosters a collaborative atmosphere. Our core values — service, curiosity, respect, accountability and appreciation — unite us as Mountaineers.
Join us at West Virginia University, where your work will make a lasting impact. To learn more about WVU, visit wvu.edu.
West Virginia University is an Equal Opportunity Employer. We invite all qualified applicants regardless of race, color, religion, sex, national origin, age, disability, genetic information, or Veteran status.
West Virginia University is a place of purpose and community. We take pride in our profound impact on the state of West Virginia and are committed to the personal and professional growth of our employees.
From the groundbreaking R1 research at our flagship campus in Morgantown to the career-oriented programs at WVU Potomac State in Keyser, and the technology-intensive programs at WVU Tech in Beckley, the contributions of WVU employees resonate across the state, touching lives and shaping futures.
At WVU, you will discover a supportive community that champions work-life balance and fosters a collaborative atmosphere. Our core values — service, curiosity, respect, accountability and appreciation — unite us as Mountaineers.
Join us at West Virginia University, where your work will make a lasting impact. To learn more about WVU, visit wvu.edu.
West Virginia University is an Equal Opportunity Employer. We invite all qualified applicants regardless of race, color, religion, sex, national origin, age, disability, genetic information, or Veteran status.
