Human Resources

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The Office of Human Resources serves the needs of the faculty and staff of the University as they relate to employment, benefits and other work-related issues. We are involved in the University staffing process by assisting job seekers and internal hiring managers. We assist departments to establish / modify job position descriptions, job titles and other personnel issues, and we assist employees with their benefits choices, and manage issues involved with benefits providers.

Marc Sears
Assistant Vice President of Human Resources
Whitney Neal
Director of Human Resources

The Office of Human Resources will achieve our mission by focusing on the following department goals:

-Create and enhance strategic partnerships

-Provide accurate and timely communication

-Promote employee engagement and succession planning

-Meet and anticipate faculty and staff needs

-Streamline and utilize technology resources.


The HR Business Partner serves as a consultant to VP leaders , faculty within a school or college, and staff. HRBPs are responsible for leading and influencing HR activities within scope in terms of talent assessment, performance management, and development of employees and teams. The HR Business Partner acts as the conduit for HR services and partners with the Benefits Administrator and Payroll as needed to meet the needs of all employees. HRBPs also serve as the HR consultant by applying HR best practices and ensuring compliance with University policies as well as employment and labor laws.

Shaunita Faucette
Erica Marshall
Academic SchoolsAcademic Schools
College of Arts and Sciences
School of Business
School of Engineering
School of Art and Design
School of Communication
School of Education
School of Health Sciences
School of Pharmacy
Offices and DepartmentsOffices and Departments
Academic Affairs
Community Affairs
Student Life
Information Technology
HPU Administration
Institutional Advancement


Payroll – refers to the process by which employees receive their salary. Functions involve balancing and reconciling payroll data and depositing and reporting taxes. The payroll department takes care of wage deductions, record keeping and verifying the reliability of pay data. The payroll department delivers payroll checks, maintains compliance with tax laws, records paperwork for new hires and edits existing employee files. Payroll professionals are also responsible for calculating reimbursements, bonuses, overtime and holiday pay. Responsible for processing payroll deductions such as benefits, wage garnishments, retirement, compensation changes and tax deductions, and the processing of purchase orders.  At the same time, employees must receive compensation, a finance function, in accordance with the university policies. Our main focus in payroll is to focus on faculty, staff and student payroll and ensure the efficient and timely processing of monthly and bi-weekly compensation.  We also ensure that all salary deductions are forwarded to the appropriate accounts (i.e., retirement, garnishments, taxes, etc.).

Armeka Ware
Assistant Director of Payroll
Scott Koper
Payroll Specialist
Payroll Processing, Personnel Services, Quarterly & Year End Compliance, United Way Campaign, Tax Documentation Preparation, Time Tracking, Federal, State, and Local Law Compliance, Audits -Monthly, Quarterly, AnnuallyPayroll Processing, Personnel Services, Quarterly & Year End Compliance, United Way Campaign, Tax Documentation Preparation, Time Tracking, Federal, State, and Local Law Compliance, Audits -Monthly, Quarterly, Annually


Provides overall benefit guidance to new hires, those with qualified life events, answers 403-b related questions, assist employees with disability, FMLA, and worker’s comp claims, orchestrates Open Enrollment, updates benefit, communicates information to employees, insures payroll deductions are correct for benefit-related type leaves, assists employees on a day-to-day basis with overall benefit inquiries, processes benefit related premiums, and works in conjunction with our outlying benefit vendors.

Teresa Allen
Benefits Administrator
Life Insurance
New Hire/Benefits Orientation COBRA
Deferred Compensation
Flexible Spending Accounts
Employee Assistance Program
Leave Management Programs
Retiree Benefits
Worker's Compensation


Training and Development’s responsibility is to track employee life cycle and create strategic solutions for improving skills on every stage. This includes, but not limited to annual compliance training programs. These modules are intended to educate everyone across campus in topics that are aiming to teach how to create and maintain a safe, harassment-free work environment in a supporting community. Furthermore, T&D is closely monitoring employee engagement by conducting talent assessments. These intended to indicate where and when to implement new motivation plans including new systems, mentoring programs and more.

Polett Rosztoczy
Assessment and Training Coordinator
Assign and Track Compliance Training
Conduct Talent Assessments
Measure Overall Training Effectiveness
Participate in Onboarding Management
Track and Analyze Performance
Sustain Employee Engagement Strategy


The Student Employment Program, SEP, promotes student learning purposes. Our objective is to maximize the potential of our students with on-campus employment. The advantage of work experience, especially in a field related to their studies, can help our students become much more competitive once their ready to enter the full-time job market after college. The Student Employment Program allows our students the ability to combine their academic skills, career readiness and their life skills behavior needed to succeed after graduation for long-term sustainability.

Sandra Fantauzzi
Student Employment Specialist
On-campus Student Employment
Federal Work Study Monitoring
Event Management
Student Onboarding
Allocations & Budgeting
Training Opportunities
Engagement and Recognition
Audits - Semester


Provide functional and technical support for the HR functional areas of HCM, Recruitment, Onboarding, Benefits, Time & Attendance, and Payroll.  Serve as the technical and administrative partner to support the HRIS technical and functional processes.

Sherrice Battle
HR Information System Manager
Train HR Functional Team on Workday processes
Provide ad-hoc report requests
Provide functional support for company processes, annual performance review process, open enrollment, and merit process
Troubleshoot Workday issues
Manage annual and semi-annual updates
Collaborate and network with external Workday customers to share ideas and best practices