Senior Manager Organizational Design and HR Business Partner

Southern New Hampshire University is a team of innovators. World changers. Individuals who believe in progress with purpose. Since 1932, our people-centered strategy has defined us — and helped us grow a team that now serves over 180,000 learners worldwide.
Our mission to transform lives is made possible by talented people who bring diverse industry experience, backgrounds and skills to the university. And today, we're ready to expand our reach. All we need is you.
Make an impact — from near or far
At SNHU, you'll have the option to work remotely in the following 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.
We ask that our remote employees have access to a reliable internet connection and a dedicated, properly equipped workspace that is free of distractions. Employees must reside in, and work from, one of the above approved states.
The opportunity
The Senior Manager, Organizational Design and HR Business Partnership is a strategic execution leader who partners with university leaders to improve organizational effectiveness through organizational design, workforce planning, and strategic HR consultation. Reporting to AVP, HRBP Strategic Enablement, you will help design and execute organizational initiatives while serving as a trusted HR Business Partner to assigned client groups. You will combine your expertise in organizational design methodologies, workforce analytics, and strategic HR partnership to develop data-driven, stakeholder-informed solutions that grow the university's strategic priorities and future workforce needs.
What You'll Do
Organizational Design & Workforce Planning (70%)

Support the design and implementation of organizational design initiatives within the strategic framework established by the CPO and HRBP leadership; independently manage organizational diagnostics, detailed analysis, documentation, stakeholder engagement, and implementation activities while exercising sound judgment and escalating enterprise-level decisions as appropriate.

Partner with CPO, AVP HRBP Provost Office, and AVP HRBP SE & Strategic Enablement to translate strategic organizational design priorities into actionable project plans and execution roadmaps.

Conduct organizational effectiveness assessments across the university including restructuring initiatives, role design, span of control analysis, and organizational health evaluations using established methodologies.

Support workforce planning initiatives by building workforce models, conducting skills gap analyses, running scenario planning, and creating data-driven recommendations that inform strategic workforce decisions, including evolving capability needs driven by changing work and emerging technologies.

Develop and maintain organizational design tools and frameworks including role design guidelines, organizational assessment tools, and org design best practices documentation.

Analyze organizational data to identify structural inefficiencies, role ambiguities, alignment gaps, and opportunities for optimization; translate findings into actionable recommendations.

Facilitate cross-functional stakeholder engagement for org design initiatives including scheduling discovery sessions, gathering input, facilitating working sessions, and driving communication.

Create deliverables for organizational design projects including current state assessments, future state org charts, role profiles, implementation plans, and executive presentations.

Apply systemic thinking to organizational design work, ensuring solutions address root causes rather than symptoms and consider how changes impact the broader organizational system.

Partner with People Analytics to leverage data and insights that inform organizational design decisions and measure impact of org effectiveness initiatives.

Manage organizational design project plans ensuring timelines, milestones, and deliverables are met; escalate risks and issues to AVP HRBP as appropriate.

Provide organizational design consulting by diagnosing organizational challenges, evaluating structural alternatives, and developing practical recommendations that align with university priorities and operating needs.

Strategic HR Business Partnership (30%)

Serve as the strategic HR Business Partner for assigned client groups, providing consultation on talent strategy, organizational effectiveness, workforce planning, and leadership challenges.

Partner with leaders and People Team (Talent Acquisition, Learning & Development, Total Rewards, Employee Experience, Compliance, and HR Technology) to deliver integrated people solutions.

Support talent management activities including succession planning, leadership coaching, organizational change, employee relations, and workforce planning.

Leverage workforce analytics and HR technology to identify trends, provide insights, and support data-driven decision making.

Pilot organizational design solutions within assigned client groups and provide feedback to refine enterprise-wide approaches.

Provide HRBP coverage for strategic initiatives, interim needs, or complex organizational issues as assigned.

Cross-Functional Collaboration & Stakeholder Management

Leverage strong collaboration and influence to partner across Total Rewards, Compensation, Compliance, and People Team leadership, ensuring organizational design aligns with strategy, policy, and equity standards. Engage and influence stakeholders across the university to drive alignment, adoption, and effective execution.

Build credibility and trust as a thought partner on organizational effectiveness topics while applying organizational design expertise within the strategic direction established by senior People Team leadership.

Reporting Relationship & Leadership Partnership

Reports to AVP HRBP, Strategic Enablement for performance management, development, and day-to-day operational direction.

Partners closely with CPO and HRBP leadership (CPO, AVP HRBP Provost Office, AVP HRBP SE & Strategic Enablement) who provide strategic direction on organizational design initiatives and priorities.

Receives strategic guidance from People Team senior leadership on organizational design methodologies, enterprise priorities, and decision-making while independently managing the day-to-day execution of assigned organizational design engagements.

Escalate complex organizational design decisions to AVP HRBP, Strategic Enablement and senior leadership for resolution and strategic input.

Continuous Improvement & Professional Development

Stay current on organizational design best practices, workforce planning methodologies, and latest trends in organizational effectiveness, future of work and skills-based organizations.

Contribute to People Team strategic planning by providing insights from organizational design work and HRBP partnership.

Support change management efforts related to organizational transformations ensuring effective communication, training, and adoption.

Other responsibilities as assigned.

What We're Looking For:

8 years of progressive experience in human resources with a focus on organizational design, workforce planning, and HRBP work; demonstrated experience building organizational design projects. Including at least 3 years in a strategic HRBP role

Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or related field.

Experience with data analysis and data interpretation, including translating data into actionable organizational design recommendations.

Experience with project management and execution, including managing complex projects with multiple stakeholders and translating strategic direction into detailed execution plans.

Experience in organizational design methodologies including role design, organizational assessment, workforce planning, and the application of compensation principles such as job evaluation, leveling, and market benchmarking.

Strategic HRBP experience with credibility as a business partner and consultant to leaders.

Experience communicating and presenting to influence stakeholders and drive alignment across all organizational levels.

Proficiency with HRIS systems (Workday preferred) for organizational reporting, analysis, and workforce planning.

Experience working collaboratively in a matrixed environment, adapting strategies, priorities, and workflows in response to stakeholder feedback and evolving business needs while maintaining alignment with organizational objectives.

We believe real innovation comes from inclusion - where different experiences, perspectives and talents are celebrated. So if you're wondering whether SNHU is right for you, take the leap and apply. You might be just the person we're looking for.
Compensation
The annual pay range for this position is $94,130.00 - $150,634.00. Actual offer will be based on skills, qualifications, experience and internal equity, in addition to relevant business considerations. We expect this position to be hired in the following target hiring range $104,012.00 - $140,723.00.Exceptional benefits (because you’re exceptional)
You’re the whole package. Your benefits should be, too. As a full-time employee at SNHU, you’ll get:

High-quality, low-deductible medical insurance

Low to no-cost dental and vision plans

5 weeks of paid time off (plus almost a dozen paid holidays)

Employer-funded retirement

Free tuition program

Parental leave

Mental health and wellbeing resources

Originally posted on Himalayas