Organizational Development Business Partner, Employee and Organizational Development
Market Range 10
Hybrid work schedule

The University of Tennessee System enthusiastically invites applications for an Organizational Development Business Partner with Employee and Organizational Development (EOD.) EOD is a highly collaborative team of professionals that embraces life-long learning and provides all UT employees with opportunities for personal and professional growth. Each year, EOD delivers a wide variety of facilitated workshops, seminars, learning events, and conferences for the benefit of UT faculty and staff across the state. The Organizational Development Business Partner will play an integral role in bringing these impactful events to life.

Reporting to the Director of Employee and Organizational Development and in conjunction with department leadership, the Organizational Development Business Partner serves as a strategic talent partner who collaborates across departments to foster a high performing and engaged workforce at the individual, team and campus levels. The OD Business Partner is responsible for assessing and analyzing talent needs and collaborating with key stakeholders at all levels. The OD Business Partner will serve as a trusted advisor on HR-related matters and will partner with HR functional leaders and subject-matter experts to ensure employee needs are being met. Additionally, the Organizational Development Business Partner will assist with new and ongoing programs. This important work includes, but is not limited to:

• researching, designing, developing, delivering, and evaluating learning programs such as in-person and eLearning courses and programs, including oversight of certificate curriculum
• partnering with management and employees to promote positive employee relations, enhance work relationships, foster career development, boost morale, and increase productivity
• planning, coordinating, and managing key learning events and programs such as annual conferences and seminars
• consulting with campuses, institutes, and/or departments to develop and deliver customized learning and development solutions, strategic planning services and organizational development interventions
• performing professional and personal development services such as coaching, mentoring, succession planning and performance consulting
• conducting needs analyses, mapping plans to meet the identified needs of the assigned business partner units, and establishing check-ins to evaluate the progress and effectiveness of recommendation
• partnering with Director of HR Data Analytics and others on the formation and publication of dashboards
• using HR data to identify trends, track performance, and help make informed business decisions such as:
  • use metrics to forecast and drive improvements
  • work with campus and departments to identify HR gaps
  • strategize solutions
  • align business goals
• partnering with leadership and UTSA executive director of talent management to assess, communicate, and address talent acquisition needs
• partnering with talent management to assist with new employee onboarding, including transition and acclimation to UT culture, along with providing resources to hiring managers to help ensure a smooth onboarding experience
• serves as a conduit between campus partners and System HR subject-matter experts to support a wide variety of HR needs such as:
  • supporting the interpretation and communication of HR policies in coordination and consultation with the executive director or HR administration to promote compliance and consistency
  • thought -partnership in consultation with UTSA employee relations professionals on sensitive matters, such as conflicts, allegations, concerns of conduct, and disciplinary actions
  • working with UTSA employee relations to strive for fair resolutions that emphasize employee learning and professional development while maintaining a respectful work environment and fostering positive employee relations
  • making recommendations for resolutions and implementing proactive measures to prevent future issues and infractions

The Organizational Development Business Partner will have the unique opportunity to support each of the campuses and institutes that comprise the UT System, and therefore must possess the willingness and ability to travel across the state to provide services and resources as needed.

The Organizational Development Business Partner respectfully communicates and cooperates with all employees and actively participates in diversity awareness learning and development opportunities to enhance knowledge and create equity in the workplace. The successful candidate is also expected to contribute to the systemwide mission and fully embrace the University’s Be One UT Values.

Qualifications
A bachelor’s degree in human resources, adult learning, organizational psychology, business, leadership, or a related field of study is required, along with a minimum of 5 years’ experience in developing and facilitating adult learning events in productivity-based workplace and a minimum of 1 year of supervisory experience. An equivalent combination of education and experience will be considered.

The Organizational Development Business Partner must be organized, resourceful, enthusiastic, and highly collaborative professional. Additionally, the successful candidate should possess the following skills and abilities:

• Familiarity with adult learning principles and how to apply them effectively in learning and performance interventions
• Excellent communication and presentation skills including effective writing and course development
• Proficient in MS Word, PowerPoint, and webinar delivery facilitation tools
• The ability to travel across the state as needed

Ideal candidates will be motivated, passionate, and eager to empower every employee and organizational unit to become their best by providing comprehensive, innovative, and strategic development solutions to promote and support a high-performing workforce throughout the UT family.

Preferred candidates will hold a master’s degree in human resources, adult learning, organizational psychology, or a related field of study; professional certifications, such as but not limited to PHR, SPHR, CPLP, CPT, StrengthsFinder, MBTI, DISC, or EQ; experience applying learning evaluation methods, organizational development and/or performance coaching experience; learning needs assessment and evaluation experience; learning needs assessment and evaluation experience; and knowledge of statistical methods and how to summarize and apply them to training applications.

Application Process
For full consideration, candidates should provide a cover letter addressing their interest in and qualifications for the role and a resume.

Compensation
Compensation for the position will be competitive and commensurate with qualifications and experience. The University offers a comprehensive benefits package that includes excellent healthcare and tuition benefits for employees and their families, generous retirement benefits, a wide variety of professional development opportunities, supportive work and family benefits and much more. Additionally, Tennessee residents do not pay a state income tax. For more information on the University of Tennessee’s benefits, visit https://hr.tennessee.edu/benefits/