About Us
Our dedicated HR team is here to support you through every stage of your professional journey. From seamless onboarding and career development to managing compensation reviews, addressing interpersonal challenges, and providing management coaching and professional development opportunities, we are committed to empowering you to succeed.
As part of our commitment to providing tailored and strategic support, we’ve implemented an HR Business Partner model. This approach ensures that each department has a dedicated point of contact for high-level guidance and collaboration on HR strategies. Our Business Partners work closely with leaders to align people strategies with organizational goals, proactively address challenges, and foster strong partnerships across the school.
In addition to the work of our Business Partners, we are continually exploring opportunities to enhance the employee experience. Our team provides specialized programs and services that foster diversity and inclusion, ignite employee engagement, and support overall well-being.
Together, we are dedicated to creating a workplace where every individual feels valued, empowered, and equipped to thrive.
General Inquiries
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Navigating Your Needs Together
Executive Director
Emma G. Grigore
Executive Director, Wharton Human Resources
Phone: (215) 898-8917
Email: egrigore@wharton.upenn.edu
Responsibilities
Our Executive Director leads the Wharton HR & People Operations function, setting the course and vision while engaging leadership in developing people-centric strategies that advance the strategic objectives of the school.
HR Coordinator
Jen Sanchez
HR Coordinator
Phone: (215) 898-3033
Email: jvsan@wharton.upenn.edu
Responsibilities
Our HR Coordinator supports these teams and is committed to supporting your success by helping you navigate the HR landscape with ease and responding to any general inquiries.
Focused Support
Christopher Scarduzio
Senior HR Business Partner
Email: cscar@wharton.upenn.edu
Senior Business Partner - Responsibilities
The Senior HR Business Partner plays a critical role in fostering an engaged, inclusive, and high-performing workplace culture. This role partners with managers and teams to address complex employee relations, develop talent strategies, and drive professional development initiatives aligned with Wharton’s mission.
- Strategic people management and organizational development
- Navigating employee relations and workplace challenges with empathy
- Designing professional development programs and retention strategies
- Supporting DEIB-focused initiatives and fostering a positive workplace culture
- Workforce planning, recruitment, and compensation reviews
- Partnering on team structure, role alignment, and performance management
- Leading strategic HR projects and contributing to school-wide priorities
Talent Management Team
Jill Gran
HR Business Partner, Talent Management
Phone: (215) 898-1170
Email: jillgran@wharton.upenn.edu
Olivia Wilson
HR Business Partner, Talent Management
Phone: (215) 573-8424
Email: wilsono@wharton.upenn.edu
Talent Management Team - Responsibilities
Talent Management is responsible for recruitment, onboarding/offboarding, and all compensation-related matters.
- Talent acquisition strategies
- Candidate pipelines and outreach
- External job advertisements
- Interview support- search committee setup, interview questions, strategy
- Hiring of temporary employees
- Service provider classifications
- Onboarding program management
- Offboarding program management
- Compensation review and analysis
- Merit increase program management
- Reclassification and salary adjustment process
- Performance management for first 12 months of employment
- Retention strategies and succession planning
Performance & Culture Team
Chelsey Daly
HR Business Partner, Performance & Culture
Phone: (215) 746-4590
Email: chdaly@wharton.upenn.edu
Zoë Reilly
HR Business Partner, Performance & Culture
Phone: (215) 573-4128
Email: zoet@wharton.upenn.edu
Performance & Culture Team - Responsibilities
Performance & Culture is responsible for creating a positive and productive work environment. They provide coaching and consultation around staff relations, employee engagement, and work-life matters.
- Employee relations management
- Coaching and practical solutions for workplace challenges
- Coaching in performance management and evaluations
- Reorganizations and departmental restructuring
- Conflict management and resolution
- Employee experience enhancement
- Cultivating inclusive and vibrant work cultures
- Professional development programs
- Management training and development
- Wellness and recognition initiatives
- Change management support
- Leave of absence counseling (FMLA & LOA)
- Workplace accommodations and disabilities
- Harassment or discrimination concerns
- All
- Executive Education
- Legal Studies & Business Ethics
- Marketing (Academic)
- Marketing and Communications Group
- Wharton Computing and Instructional Technology (WCIT)
Stakeholder Groups
Each HR Business Partner is assigned to specific stakeholder groups, serving as the primary point of contact for HR-related matters within those areas. While HR Business Partners are your go-to resource for tailored support, general HR questions can still be directed to our HR Coordinator or emailed to whartonhr@wharton.upenn.edu for prompt assistance.
Open Position
Associate HR Business Partner
Associate HR Business Partner - Responsibilities
The Associate HR Business Partner supports a high-performing, inclusive workplace by serving as the primary HR contact for assigned stakeholder groups. This role delivers a comprehensive range of HR generalist services across the employee lifecycle while partnering with other HR Business Partners to ensure consistent, seamless support across the Wharton community.
- Primary HR support for designated stakeholder groups, including employee relations, talent management, and engagement strategies
- Talent acquisition, including recruitment, selection, onboarding, and compensation reviews
- Managing tier 1 and 2 employee relations cases, providing guidance on performance management and workplace challenges
- Interpreting and communicating HR policies and compliance requirements
- Analyzing HR data to inform operational improvements and workforce planning
- Enhancing HR operations through the development of tools, resources, and SOPs
- Supporting employee engagement and professional development initiatives