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 senio