HR Service Partner

The Vendor is required to provide strategic HR partner to accelerate and support a comprehensive, multiyear transformation of the university’s human resource’s function.
- Division has strong internal HR capabilities but desires external expertise and dedicated capacity to move quickly across eleven integrated work streams.
- Work streams and deliverables
•    Performance management redesign – transition from an annual review cycle to a continuous feedback model, including regular 1:1s, check-ins, pulse surveys, and an integrated yearend review.
•    Employee value proposition – develop a unified employee value proposition message that reflects growth opportunities, benefits, culture, and overall experience of employment. 
•    Employer branding – create a branding campaign that elevates agency as an employer of choice. 
•    Talent acquisition and full-cycle recruiting – build on early success from a new recruiting program, develop a robust business case, and design a scalable, full cycle recruiting model. 
•    Learning and training strategy – use performance management data to identify training needs and develop supervisor and leader development curricula. 
•    Succession planning and leadership pipelines – implement high potential talent identification, skills inventories, career mapping, and succession plans for critical roles. 
•    Mentoring and coaching programs – design formal mentoring and coaching offerings with clear governance, vetted provider relationships, and outcome measurement. 
•    Function review – assess and optimizes the organizational development structure and alignment of the organizational effectiveness unit. 
•    Compensation and market-based pay – expand market-based compensation (currently 30–40% of staff) through efficient survey processes and pay equity analysis. 
•    Promotion and career advancement – establish clear, transparent policies for external promotions and in place progression tied to experience, skills, and responsibilities. 
•    HR technology – recommend integrated systems with workday for performance management, applicant tracking, learning management, succession planning, compensation, and analytics.
- Key partner requirements
•    Proven experience leading multi-work stream HR transformations in large systems within higher education or similarly complex organizations. 
•    Demonstrated ability to execute accelerated timelines with dedicated, hands-on resources. 
•    Deep expertise across performance management, talent acquisition, learning and organizational development, succession planning, compensation, and HR technology. 
•    A collaborative, hands-on approach that builds internal division capability to sustain progress after the engagement. 
•    Strong change management, communication and stakeholder engagement capabilities.
- Contract and engagement structure
•    Agency standard terms and conditions apply, including state law, intellectual property ownership, confidentiality, and insurance requirements. 
•    The engagement is envisioned as multiyear with a phased implementation approach. 
•    The partner will work in close collaboration with division leadership and cross functional stakeholder groups. 
•    A dedicated consulting team with clear accountability for milestones, deliverables, and timelines is required.