Senior Workforce Strategy Partner

Preferred Qualifications: Advanced degree (foreign equivalent or higher) in Human Resources, Business Administration, Public Administration, Industrial/Organizational Psychology, Analytics, Finance, or a related field. Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, CCP, or related credentials. Experience developing executive-level workforce analytics, reports, and presentations. Experience conducting organizational reviews, desk audits, responsibility audits, and workforce assessments. Experience working in higher education, healthcare, research environments, public employment, or unionized settings. Brief Description of Duties: Under the direction of the Assistant Director, the Senior Workforce Strategy Partner serves as a strategic advisor to academic, research, clinical, and administrative leaders on workforce planning, organizational design, position management, and compensation-informed workforce decisions. The Senior Workforce Strategy Partner supports the University's integrated Jobs-to-Compensation model by helping leaders define workforce needs before recruitment activity occurs. Through workforce analysis, role design, organizational assessments, position management, and compensation analytics, this role guides leaders in determining the most effective workforce solution to meet operational needs. Recommendations may include role redesign, workforce restructuring, employee development, reassignment of responsibilities, alternative staffing models, or the creation of new positions. Working in partnership with HR Business Partners, Talent Acquisition, and Compensation, the Senior Workforce Strategy Partner helps ensure that work is intentionally designed, appropriately structured, and effectively valued before hiring decisions are made. Once workforce and organizational decisions are finalized, the role ensures a seamless transition to Talent Acquisition for recruitment execution. During the continued development of the Workforce Strategy function at Stony Brook, this role will also perform advanced classification and compensation analyses to support departmental operations and service delivery. Workforce Strategy & Organizational Design: Serve as a consultative partner to leaders in evaluating workforce needs, organizational challenges, and operational priorities. Facilitate workforce planning discussions to identify current and future workforce requirements. Assess workforce needs and recommend solutions that may include role redesign, restructuring work, internal talent development, reassignment of responsibilities, alternative staffing models, shared services, outsourcing, automation, or position creation. Conduct organizational reviews, including spans and layers analyses, reporting relationship assessments, role alignment evaluations, and workforce composition reviews. Lead activity studies, responsibility audits, and desk reviews to evaluate workload distribution, role clarity, organizational effectiveness, and sustainability. Develop recommendations that improve workforce effectiveness, organizational efficiency, and alignment with institutional priorities. Guide leaders in defining work requirements before recruitment decisions are made. Job Architecture & Position Management: Lead the development, review, and refinement of position descriptions to ensure accurate representation of duties, responsibilities, qualifications, and organizational intent. Analyze position requests and organizational changes to ensure alignment with workforce strategy, organizational design principles, and institutional standards. Support job architecture initiatives through role analysis, classification support, and position alignment reviews. Partner with departments to improve organizational consistency, role clarity, and position utilization. Maintain documentation and analyses supporting workforce, organizational, and position-related recommendations. Compensation Analysis & Workforce Analytics: Conduct classification and compensation analyses supporting workforce planning, organizational changes, position creation, and salary review activities. Analyze market data, workforce metrics, internal equity considerations, and organizational factors to support recommendations regarding jobs and compensation. Research compensation and workforce trends to inform workforce strategy decisions. Support compensation administration activities including market reviews, salary analyses, and classification evaluations as needed. Develop workforce analytics, dashboards, reports, and presentations that translate data into actionable recommendations. Provide analytical support for strategic workforce initiatives and organizational reviews. Consultation, Collaboration & Service Delivery: Partner with HR Business Partners, Talent Acquisition, Compensation, Finance, and University leadership to provide integrated workforce solutions. Present workforce findings, analyses, and recommendations to leaders and stakeholders. Ensure workforce, organizational, and compensation decisions are clearly documented and communicated. Facilitate effective handoffs to Talent Acquisition when recruitment is identified as the appropriate workforce solution. Contribute to the development of tools, resources, frameworks, and practices that strengthen workforce strategy services across the University. Promote awareness and adoption of workforce planning and organizational design methodologies. Other Duties as Assigned: Other duties or projects as assigned as appropriate to rank and departmental mission. Special Notes: This is a Management Confidential position. This is a full-time appointment. FLSA Exempt position, not eligible for the overtime provisions of the FLSA. Minimum salary threshold must be met to maintain FLSA exemption. For this position, we are unable to sponsor candidates for work visas. Resume/CV and cover letter should be included with the online application. Stony Brook University is committed to excellence in the creation of an inclusive learning and working environment. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, pregnancy, familial status, sexual orientation, gender identity or expression, age, disability, genetic information, veteran status, and all other protected classes under federal or state laws. Stony Brook University is dedicated to providing equal employment opportunities to all applicants, including individuals with disabilities. If you require a reasonable accommodation to participate in the application, interview, or hiring process, please request one by contacting oea_ada@stonybrook.edu. We will consider accommodation requests in compliance with applicable laws. This process is independent and does not require any voluntary self-identification of disability status. Please include the position title and position number (if known) in your message. In accordance with the Title II Crime Awareness and Security Act a copy of our crime statistics can be viewed here . Visit our WHY WORK HERE page to learn about the total rewards we offer. Job:Administrative %26 Professional (non-Clinical)