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HR NOW is a collaborative campus initiative aimed at enhancing the employee experience and positioning the University for future success through improved HR systems and practices. Together, each of our faculty and staff members, along with senior leadership, will help prepare Stony Brook for tomorrow, today, by working to achieve these specific goals, which include, but are not limited to:

  • Creating a new approach to how we deliver working strategies to meet the campus’ evolving HR needs across West Campus and the Health Science Schools
  • Providing comprehensive, expert HR leadership across the University through efficient and expedient processes
  • Investing in our people to build, prepare and lead the workforce of the future
  • Implementing new, robust self-service options to expedite more transactional HR needs
  • Providing a voice in how we change and grow to enhance the quality of your work experience.

The HR NOW Communications team will keep you informed of the progress made and input sought as we work together to build a better tomorrow, today. Meet the HR Now Communication team here


The field of HR and how we think about our workforce and workplace has been changing for quite some time, and it’s raised the bar for meeting more complex and demanding workforce needs. 

In these new scenarios, individuals are depending more and more on HR and HR Partners to help solve their increasingly complex needs. HR is no longer seen, or used, for just quick transactions, around salary or benefits management, for example. It’s an integral part of our long-term workforce planning as we strive to attract, recruit, retain, train and support the best possible talent base to build our future. And we will continuously work to make sure we are responsive to your HR needs throughout.

In short, like organizations across the country, Stony Brook University HR is evolving to meet your changing needs as we rise up to challenges posed by today’s, and tomorrow’s, work environment. Through our HR Now initiative, Human Resources is also going to play a bigger role than ever before in helping the University achieve its overall mission. We’re committed to investing in, and partnering with, our people to best support our workforce now and in the future.


It’s going to take the knowledge and experience of HR experts — along with your ongoing input and feedback — for this initiative to succeed. That’s why we’ve been gathering up our internal subject matter experts, as well as partnering with HR higher education industry information leader Segal Consulting, to develop and implement best practices. And we’ve already got the ball rolling with this three-phase initiative:

→ In phase one back in early 2021, Segal conducted a wide range of interviews, focus group discussions and more with key University stakeholders representing a diverse variety of campus offices, organizations and employees to assess HR’s strengths and weaknesses.

→ For phase two, we’ve organized a steering committee to determine the best approach for modernizing the HR service delivery model for the faculty and staff of tomorrow, with input and guidance from Segal based on the information gathered in phase one. The team represents a diverse variety of campus offices, organizations and employees — all working in a transparent, collaborative and inclusive way to help build our work future.

→ For phase three, we will be assessing the recommendations of the team and rolling out new best practices and programs.


The kick off meeting for the steering committee happened on June 17, 2022. There will be more updates in the coming weeks so stay tuned!


Human Resources is the one area on campus that’s involved in all aspects of the employment experience — from onboarding to offboarding and everything in between. Working together as a full campus for this initiative is crucial to our collective success and will help ensure everyone’s needs are met. It’s going to take all of us!


Share your insights, suggestions and questions by taking our brief survey to help us gauge, and best respond to, your needs and preferences.


Visit our HR NOW Communications Team's page here or fill out this brief feedback survey.




Service Delivery Model

The approach and structure the campus uses to support how HR support is provided across campus and how HR interacts with the workforce.  Our current Service Delivery model includes Central HR, which provides campus-wide HR services and programs, and embedded HR resources (most commonly VPC or HR Business Partners) in some, but not all areas of the campus, who interface directly with employees and managers in that area and provide HR guidance, services, and support.  Under the current service delivery model embedded HR staff are not part of Central HR.

Recruitment vs. Talent Acquisition

Recruitment focuses on the short term goal in a reactive way - meaning, as vacancies arise, they work to speedily fill the vacancywith the best possible candidate that is available right now. Talent Acquisition, on the other hand, focuses on the long term goal in a more proactive way - anticipating future vacancies on a continuous basis and strategizing ways to make hiring top talent, especially for hard-to-fill roles, more efficient and more enduring. Sometimes, as this article says, it also means “developing and training current employees so they can take on different roles.

Employee Experience

How an employee feels about [their relationship with] an organization before, during and after their employment.

Workforce Planning

Analyzing, forecasting and strategically planning for tomorrow’s staffing needs, today.


Onboarding is the process of formally integrating a new hire into the organization and its culture.  It is about the new employee experience and successfully welcoming and assimilating new employees into the organization and culture, integrating them with their team, and making sure they are positioned for success early in their employment.  Onboarding includes pre-hire paperwork, welcome orientation, getting acclimated to their specific role, as well as obtaining any system access needed.




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