Berkeley Lab

You 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.. 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.). Knowledge of HR Systems such as PeopleSoft, Taleo, Oracle HCM. The primary location for this role is Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA. Work must be performed within the United States.

partner

Lawrence Berkeley National Lab’s ( LBNL ) Human Resources Division has an opening for a Senior HR Division Partner to join the team. In this exciting role, you will deliver a full spectrum of both strategic and tactical HR support and consultation to employees and leaders within assigned lab divisions or scientific areas. You 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 Division 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. You will exercise 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 Gain 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.
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 Lab and division 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 help develop and conduct relevant training; work in partnership with the Learning & Culture team on design.
Partner, advise and provide guidance to division leadership on recruitment strategies to attract top talent and ensure a positive candidate experience.
Collaborate with the recruitment team to establish plans for sourcing and educating management on best practices.
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 Division partners responsible for collecting the data and initiating the reviews.
Partner with management during the 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.
Partner with our Diversity, Equity & Inclusion (DEI) Office to implement DEI initiatives within the Division.
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 of 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.
Additionally, the Sr. HR Division Partner will perform special projects and other duties as assigned. Sr. HRDPs may be trained in Workplace Investigations and conduct Investigations as assigned. This position may in some cases serve as a work lead or a supervisor. 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 multitasking 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. 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.
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. Want to learn more about Berkeley Lab's Culture, Benefits and answers to FAQs? Please visit: https://recruiting.lbl.gov/ Notes This is a full-time, career appointment, exempt (monthly paid) from overtime pay.
The full salary range of this position is between $9,625 to $16,244 per month and is expected to pay between a targeted range of $10,829 to $13,235 per month depending upon candidates' full skills, knowledge, and abilities, including education, certifications, and years of 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 may be performed in a hybrid mode, with at least three days on-site per week.The primary location for this role is Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA. Work must be performed within the United States. Berkeley Lab is committed to Inclusion, Diversity, Equity and Accountability (IDEA) and strives to continue building community with these shared values and commitments. Berkeley Lab is an Equal Opportunity and Affirmative Action Employer. We heartily welcome applications from women, minorities, veterans, and all who would contribute to the Lab's mission of leading scientific discovery, inclusion, and professionalism. In support of our diverse global community, all qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status. Equal Opportunity And IDEA Information Links Know your rights, click here for the supplement: Equal Employment Opportunity is the Law and the Pay Transparency Nondiscrimination Provision under 41 CFR 60-1.4.
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