PHASE 3: IMPLEMENTATION

EXPANDED HR SERVICES

EMPLOYEE ENGAGEMENTIn Progress

CULTURE AND ORGANIZATIONAL DEVELOPMENT

Update:

Central HR has added an employee engagement unit to its office, the purpose of this unit will be to work with departments and managers/supervisors on ways to encourage teamwork and collaboration as well as the best practices to express appreciation in a manner that is meaningful and continuous.

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TRAINING & ORGANIZATIONAL DEVELOPMENTIn Progress

CULTURE AND ORGANIZATIONAL DEVELOPMENT

Update:

Central HR is reintroducing training and professional development to the West Campus, SOM and HSC.The overall mission of the TOD unit is to provide opportunities to enhance the skills, knowledge, and professional development of our faculty and staff. The re-introduction of training to the campus is part of the HR Now initiative and is also one of the key objectives of the University’s strategic plan…. Growing and Recognizing Our People to foster a culture of innovation and performance excellence, expand professional development opportunities, and create capacity for our staff and faculty to thrive.

MORE ABOUT TRAINING

WORKFORCE PLANNINGIn Progress

WORKFORCE PLANNING & INITIATIVES

Update:

The purpose of workforce planning is to ensure that the organization has the right people, with the right skills, in the right roles, at the right time to meet its strategic objectives. It's a proactive approach that aligns the workforce with the organization's goals, enabling it to operate efficiently and adapt to changes in the business environment.In creating a Workforce Planning space within HR we seek to assist departments in this effort by creating mentorship and leadership development opportunities. We also seek to create succession planning strategies that support career development and pathing.

MORE ABOUT WORKFORCE PLANNING

REDESIGN HR PROCESSES

STAFF RECRUITING & HIRINGIn Progress

TALENT ACQUISITION MODEL

Update:

Central HR is moving from a traditional recruitment format to a talent acquisition model to make hiring top talent, especially for hard-to-fill roles, more efficient. The staff recruiting and hiring processes were mapped and documented, and a detailed set of recommendations and plans were developed for streamlining these process and making them more efficient. The implementation of this model is underway.

MORE ABOUT TALENT ACQUISITION

FACULTY RECRUITING & HIRINGIn Progress

FACULTY PROCESS

Update:

The recruiting and hiring processes for faculty is currently being worked on.

HR TECHNOLOGY

myTIMEIn Progress

WolfieOne Project

Update:

After consultation with leadership, and in response to feedback from stakeholders, we have decided to focus our efforts on bringing time and attendance functions within the WolfieONE project scope.

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Linkedin LearningIn Progress

Training and Professional Development

Update:

October is National Learning & Development Month — and this year, Stony Brook HR's Wolfpack Learning team is making sure growth takes center stage. Starting October 8, Stony Brook employees will be granted free access to Linkedin Learning — and with it comes 20,000+ on-demand courses across business, technology, creative skills, leadership and more. From sharpening your Excel skills to exploring cutting-edge AI, you’ll have learning at your fingertips — anytime, anywhere. Learn more at our LinkedIn Learning Rollout Hub.

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HR SERVICE DELIVERY MODEL

NEW HR Business PartnersIn Progress

HRBP

Update:

The general structure for enhancing the delivery of HR services has been designed and features an expanded HR Business Partner role in Colleges and Divisions.  This includes a network of dedicated, full-time HR professionals that are connected to Central HR and will directly support Colleges and Divisions.  This structure supplements the good work that is already taking place to support HR needs, and represents a commitment and investment in new and expanded HR services and support to meet our growing workforce needs.  In this implementation phase, the detailed structures and roles for the HR Business Partners and supporting HR roles and specific HR services and workflows will be finalized, and the structure will start being implemented in Divisions and Colleges.

MORE ABOUT THE HRBP MODEL