Berkeley Lab's Human Resources Division has an opening for a Senior HR Business Partner to support the Office of the Chief Financial Officer (OCFO). OCFO provide high-value financial and procurement stewardship, services and strategic solutions that contributes to the Lab's scientific mission.
The Sr. HR Business Partner delivers a full spectrum of both strategic and tactical HR support and provide consultation to employees and leaders within assigned lab divisions or scientific areas. The Sr. HR Partner will provide expertise and anticipate challenges, diagnose problems, and lead HR programs that have a direct impact on the success of the organization in the areas of workforce planning, recruitment, employee engagement, performance management, employee & labor relations, diversity, equity & inclusion (DEI) and talent development. This role serves as the client relationship manager between the client group and the other functions within HR and frequently partners with other areas of HR when designing and rolling out solutions and ensures a seamless customer experience for all levels of the organization.
The Sr. HR Business Partner has broad, wide-ranging and high-level experience working as a strategic HR professional and partners with a Lab Division Director or similar level leader and their teams to resolve business needs in creative and effective ways using complex HR concepts in accordance with organizational objectives. The Sr. Business Partner exercises judgment within broadly defined practices and policies in selecting methods, techniques and evaluation criteria for obtaining results and work is accomplished without considerable direction.
What You Will Do:
Partnerships & Relationships
Gain a knowledge of the mission and business strategy while building strong and effective relationships with senior leaders, managers and employees to become a trusted and respected partner and coach.
Build and leverage relationships with HR functional teams, including Talent, DEI, Systems, Compensation & Benefits, Employee & Labor, Learning & Development and others and with other Operations Business Partners, including Legal, EH&S, Finance, Assurance, Audit, IT and others.
Workforce Planning, Learning & Organizational Development
Advise leadership on the development and implementation of division workforce planning and restructuring.
Partner with management to develop and establish HR infrastructure.
Advise and help cultivate a workplace culture that embodies the OCFO mission and goals.
Collaborate with management along with the Lab's Talent Acquisition team to plan and ensure successful execution of recruiting and staffing programs to support business objectives.
Implement talent review processes, succession planning and monitor individual development.
Assess organizational and individual staff development needs and develop and conduct relevant training; work in partnership with Learning & Development team on training design.
Partner, advise and provide guidance to division leadership on recruitment strategies to attract top talent and ensure a positive candidate experience.
Collaborate with recruitment team to establish plans for sourcing and educating management on best practices.
Compensation & Performance Management
Provide guidance on compensation related programs and decisions.
Perform job classification related audits including reviewing position descriptions and job levels and making recommendations to management. Oversee work of HR Business partners responsible for collecting the data and initiating the reviews.
Partner with management during annual compensation cycle and throughout the year in determining salary actions, including equity and promotions.
Coach, mentor and work with managers and leaders to navigate the performance management program and process.
Diversity, Equity & Inclusion
Partner with our Diversity, Equity & Inclusion (DEI) Office to implement DEI initiatives within the Division.
Employee & Labor Relations
In partnership with Employee and Labor Relations or our Investigations & Case Management Offices, manages basic and complex employee relations issues and initiates appropriate resolution. May conduct mediation.
Guides managers and employees in the facilitation solutions for employee and labor relations issues; counsel to correct performance problems, coach others on establishing development plans and appropriate corrective actions.
Participate in labor/management actions including negotiations, grievance, process and support.
Champion the use of data to measure the effectiveness of human resources practices and make changes as needed; prepare reports and conduct analysis.
What is Required:
Bachelor's degree in HR, Business or related discipline and/or equivalent experience/training.
A minimum of 8 years of progressive work experience in a wide variety of HR functional areas with at least 3 years of experience as an HR Business Partner, Manager or equivalent.
Working knowledge of multiple human resource disciplines including talent acquisition, compensation, learning and development, employee relations (labor relations a plus), diversity, equity & inclusion, performance management, federal and state employment laws (e.g. FLSA, FMLA/CFRA, ADA, EEO/AA, etc.)
Experience partnering with Sr. Leadership in the development of business and people strategies.
Demonstrated experience actively participating in the recruitment process and partnering with management on effective strategies in this area.
Ability to build strong working relationships, trust and respect with management, co-workers, internal customers, and vendors/service providers.
Ability to work at all levels of the HR; strategic, operational, and tactical.
Demonstrated thought leadership regarding HR related strategy and execution and proven ability to drive and execute HR initiatives to achieve business objectives.
Ability to work autonomously and develop and drive practical solutions in a dynamic, constantly evolving environment and exhibit excellent multi-tasking and superior customer service orientation.
Strong analytical and problem-solving skills with proven ability to organize, analyze and present data.
Excellent technical skills including strong proficiency in business intelligence platforms and HR systems and demonstrated record of adaptability with new and emerging technologies.
Demonstrative facilitation and coaching skills.
Ability to communicate effectively, including verbal, written and presentation skills.
Excellent interpersonal and organizational skills.
Demonstrated project management skills and ability to drive programs independently.
Additional Desired Qualifications:
Experience working in a research organization.
Experience working in an HR functional role.
Experience supporting an organization experiencing rapid and complex change with effective change management
SPHR, SHRM-SCP or other HR certifications.
Knowledge of HR Systems such as PeopleSoft, Taleo, Oracle HCM
Familiarity with Google applications and/or other collaborative tools.
Experience working in a union environment including supporting collective bargaining efforts with demonstrated ability to interpret/apply provisions of collective bargaining agreements to human resources actions.
The posting shall remain open until the position is filled, however for full consideration, please apply by close of business on November 6, 2018.
This is a full time career appointment.
Full-time, M-F, exempt (monthly paid) from overtime pay.
Salary is commensurate with experience.
This position may be subject to a background check. Any convictions will be evaluated to determine if they directly relate to the responsibilities and requirements of the position. Having a conviction history will not automatically disqualify an applicant from being considered for employment.
Work will primarily be performed at Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA.
Berkeley Lab (LBNL) addresses the world's most urgent scientific challenges by advancing sustainable energy, protecting human health, creating new materials, and revealing the origin and fate of the universe. Founded in 1931, Berkeley Lab's scientific expertise has been recognized with 13 Nobel prizes. The University of California manages Berkeley Lab for the U.S. Department of Energy's Office of Science.
Equal Employment Opportunity: Berkeley Lab is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status. Berkeley Lab is in compliance with the Pay Transparency Nondiscrimination Provision under 41 CFR 60-1.4. Click here to view the poster and supplement: "Equal Employment Opportunity is the Law."
Internal Number: 85733
About Lawrence Berkeley National Laboratory
In the world of science, Lawrence Berkeley National Laboratory (Berkeley Lab) is synonymous with excellence. Thirteen scientists associated with Berkeley Lab have won the Nobel Prize. Fifty-seven Lab scientists are members of the National Academy of Sciences (NAS), one of the highest honors for a scientist in the United States. Thirteen of our scientists have won the National Medal of Science, our nation's highest award for lifetime achievement in fields of scientific research. Eighteen of our engineers have been elected to the National Academy of Engineering, and three of our scientists have been elected into the Institute of Medicine. In addition, Berkeley Lab has trained thousands of university science and engineering students who are advancing technological innovations across the nation and around the world. Berkeley Lab is a member of the national laboratory system supported by the U.S. Department of Energy through its Office of Science. It is managed by the University of California (UC) and is charged with conducting unclassified research across a wide range of scientific disciplines. Located on a 200-acre site in the hills above the UC Berkeley campus that offers spectacular... views of the San Francisco Bay, Berkeley Lab employs approximately 4,200 scientists, engineers, support staff and students. Its budget for 2011 is $735 million, with an additional $101 million in funding from the American Recovery and Reinvestment Act, for a total of $836 million. A recent study estimates the Laboratory's overall economic impact through direct, indirect and induced spending on the nine counties that make up the San Francisco Bay Area to be nearly $700 million annually. The Lab was also responsible for creating 5,600 jobs locally and 12,000 nationally. The overall economic impact on the national economy is estimated at $1.6 billion a year. Technologies developed at Berkeley Lab have generated billions of dollars in revenues, and thousands of jobs. Savings as a result of Berkeley Lab developments in lighting and windows, and other energy-efficient technologies, have also been in the billions of dollars. Berkeley Lab was founded in 1931 by Ernest Orlando Lawrence, a UC Berkeley physicist who won the 1939 Nobel Prize in physics for his invention of the cyclotron, a circular particle accelerator that opened the door to high-energy physics. It was Lawrence's belief that scientific research is best done through teams of individuals with different fields of expertise, working together. His teamwork concept is a Berkeley Lab legacy that continues today.