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. The new Director, Culture & Organizational Development begins on September 11, 2023.

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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 new Training & Development Specialist will on board October 2, 2023. Implementation for Biz Library, the e-learning platform, is in progress and we've identified some departments with immediate training needs as part of a soft launch.  In the e-learning platform, employees will be able to request the training and managers/supervisors will be able to recommend those for training.

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.

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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.

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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:

Central HR, in partnership with the Division of Information Technology, will be implementing a new Time and Attendance Reporting System, powered by WolfieOne, which will replace SOLAR and paper timesheets. The myTIME project will help contribute to HR Now’s goals of enhancing technologies and ensuring the consistent delivery of quality HR services and expertise across campus. For more information on the myTIME project, visit https://stonybrook.edu/erp/

MORE ABOUT  myTIME 

Biz LibraryIn Progress

Training and Professional Development

Update:

Implemention for Biz Library, the e-learning platform, is in progress and we've identified some departments with immediate training needs as part of a soft launch. In this e-learning platform, employees will be able to request the training and managers/supervisors will be able to recommend those for training. To learn more, visit https://www.bizlibrary.com/products/content-libraries/

MORE ABOUT BIZ LIBRARY

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