HR Business Partners

HR Buisnes Partners

How we can support

HR Business Partners play a crucial role in addressing intricate employee relations issues within the organizational landscape. Their responsibilities extend to providing day-to-day performance management guidance to line management, encompassing coaching, counseling, career development, and disciplinary actions. They actively support and advocate for proactive changes aimed at attracting, motivating, and retaining a highly qualified workforce. Additionally, HR Business Partners can:

  • Partner with staffing and leadership to develop and manage strategic recruiting plans that aligns with operational needs
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
  • Provide HR policy guidance and interpretation
    Provide guidance and input on business unit restructures, workforce planning and succession planning
  • Identify training needs for business units

Your HR Business Partners

Alexcia Gayle

Senior Director, Labor Relations

As the Senior Director of Labor Relations, Alexcia oversees the collective unit in support of the campus community.

Alexcia Gayle

Cecile Chapdelaine

Human Resource Business Partner

HRBP for College of Education, College of Engineering, College of Information and Computer Science, College of Nursing, College of Social & Behavioral Sciences.

Cecile Chapdelaine, HRBP

Shara Denson

Human Resource Business Partner

HRBP for College of Humanities & Fine Arts, Graduate School, Isenberg School of Management, Research & Engagement, University Libraries.

Ann Kostek

Human Resource Business Partner

HRBP for Advancement, College of Natural Sciences, Commonwealth Honors College, and the Provost Office.

Ann Kostek

Cynthia Miller

Human Resource Business Partner

HRBP for Athletics, the Chancellor's Office, School of Public Health & Health Sciences, University Relations, and University Without Walls.

Cyndi Miller

Supervisors, managers and administrators who work with bargaining-unit employees may contact our office for help.

Supervisors, managers and administrators who work with bargaining-unit employees may contact our office for help with:

Interpreting policies or bargaining unit contract language.

Reviewing reorganization plans and other personnel actions that have employee and/or labor-management implications.

Addressing departmental policy and procedure changes such as contracting out work or changing work schedules.

Developing approaches that address a supervisor's concern about employees such as attendance and discipline.

Managing layoffs and bumping.

Supervisors are also encouraged to utilize the training and resources available for supervisors through WLD.