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Human Resources Business Partner, Social, Statistical and Environmental Sciences

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Human Resources
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General & Administrative
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190HM Requisition #

The RTI HR team is looking for a Human Resources Business Partner to join us in our Research Triangle Park location. In this role, the HRBP will provide HR leadership and business partnering support to the Social, Statistical and Environmental (SSES) business unit leaders and their organizations including: contributing to business unit strategy by developing and executing an aligned people strategy, designing and catalyzing the implementation of global people plans and ensuring the coherent implementation of global HR processes. In addition, the HRBP will provide consultation in change management, organization effectiveness, performance accountability and will partner closely with HR Specialists in Talent Acquisition, Compensation and Benefits and Organizational Development & Learning to orchestrate cultural development and organization change initiatives that address SSES’s goals and strategies.  The position (both independently and in partnership with CoEs) provides advice and support aimed at building organizational cohesion and flexibility. The position is also responsible for developing and implementing development initiatives, assessment tools, and training programs that align workforce with key business strategies and initiatives.

 
Responsibilities: 
  • Provide HR consulting services to client group as it relates to human resources programs and policies, often encompassing several areas of human resources, including organizational development, employee relations, recruiting, compensation, benefits, performance management, training, safety and research.
  • Use expertise to contribute to shaping business strategy engaging in every aspect of the business and offer insights and points of view beyond just HR.  Work alongside leaders and their teams to create the strategy for their unit or area and ensure that the people, organization, capability and cultural challenges and implications of alternative strategies are understood and used in decision making. 
  • Use knowledge of the business drivers, structure, leadership style, culture and capability and awareness of external trends and best practice, to provide insightful analysis and proactively raise potential issues of planned strategies.
  • Develop people plans to enable delivery of business strategy.  Translate the business/function strategy into long- and short-term people plans, which consider the leadership, capability, cultural and structural development needs of the organization. Ensure that people plans are aligned with global direction and shaped for regional/unit needs. 
  • With Centers of Expertise, design solutions and, work with business leaders to lead and drive delivery of the people plans and monitor progress and impact using milestones and KPIs.
  • Coach and challenge leaders to support the development of leadership capability. Develop open and creative relationships with business/function leaders to explore their own leadership challenges, and those of their teams. Provide feedback and coaching to enable leaders to continually develop their people leadership and change capability and stimulate discussion about new opportunities to further develop organizational capability.  
  • Provide catalytic support to enable business transformation.  Work with business/function leaders to spot opportunities for organizational development which will accelerate delivery of business strategy. Design and catalyze the change program and mobilize support across the HR organization to build the necessary capability and drive implementation of organizational, cultural, and process change. Work with the leaders and with communications colleagues to develop communication and engagement plans to underpin the transformation.
  • Drive the desired culture within the business in line with the values of the organization. Recognize and diagnose division problems offering recommendations and implementing solutions. 
  • Embed robust people management disciplines.  Use the people plans as a context for effective implementation of people management disciplines such as compensation and benefits, succession planning, people development, and performance management to achieve business goals. Gather and analyse relevant data, trends and patterns and identify gaps and priorities, particularly in the areas of talent management, performance management, workforce planning, strategic recruitment and capability development. 
  • Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management and conduct related issues.  
  • Leverage the HR function to deliver effective and customer focused HR Operations.  Play a key role in ensuring coherent implementation of people plans and processes across the units within their area and for ensuring they are aligned with global direction.  Work with the CoE’s to provide business insight into the design process for new platforms or programs and to develop effective implementation plans for their business/function.
  • Ensure legal compliance with all applicable labor regulations. 
  • Ensure efficient processing of HR administration for the client groups.
  • Provide training as needed.
  • Provide support and back up to the Senior Director on broader and strategic HR initiatives. 
  • Provide input to or define short and long-term goals and objectives for human resource delivery.  
Qualifications:
  • Bachelor’s degree in human resources management, organizational development, business, or related discipline and 16 years human resources experience or master’s Level degree and 12 years of directly related experience.
  • Demonstrated history of human resource generalist experience in the areas of employee relations, compensation, benefits, and workforce planning.

  • Demonstrated ability in consulting methods, leadership coaching, conflict resolution, group process facilitation, organization communications processes, presentation skills and project management.
  • Demonstrated ability to successfully influence and communicate with all levels of employees including senior leadership. 
  • Demonstrated ability to act both strategically and tactically when needed.
  • Demonstrated ability to influence other functional areas within and outside of HR.  Must be able to collaborate and be a team player. 
  • Demonstrated skills in the areas of problem solving, systems thinking, diplomacy, conflict resolution and influencing.  
  • Demonstrated success in managing negotiations and handling people in difficult circumstances combined with the ability to role-model tactfulness.
  • Demonstrated ability to manage multiple complex issues simultaneously and ability to make decisions under conditions of ambiguity or risk.
  • Demonstrated ability to work effectively in a matrix organization.
  • Willingness to travel domestically and internationally as needed.
  • Demonstrated success working in a highly collaborative, global environment.
  • Culturally sensitive and respectful.
Preferred:
  • Experience working in the scientific, technical or research fields 
  • ODCP certification
  • PHR/SPHR/GPHR or SHRM-CP/SHRM-SCP certification
#LI-EP1


Physical and mental demands of this role include those that must be met by an employee to successfully perform the essential functions of this job, as outlined above.  Examples include:  remaining in a stationary position for long periods of time; operating a computer and other office machinery; thinking, learning, and concentrating effectively and frequently communicating with other people, both within RTI and outside of RTI; frequently moving about inside and travel between offices and laboratories; frequently conducting laboratory site inspections (if applicable), ability to handle the stress associated in meeting frequent, multiple and tight deadlines, ability to work in excess of 40 hours per week as workload and deadlines may require, consistent demonstration of mental stability and ability to have regular, reliable and predictable attendance.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job, per RTI procedure 4.2.1. 


RTI International is an independent, nonprofit research institute dedicated to improving the human condition. Clients rely on us to answer questions that demand an objective and multidisciplinary approach—one that integrates expertise across the social and laboratory sciences, engineering, and international development. We believe in the promise of science, and we are inspired every day to deliver on that promise for the good of people, communities, and businesses around the world. For more information, visit www.rti.org.
 
For USA Job Postings Only: RTI participates in the US Government E-Verify program. Further information regarding the E-Verify program and laws that are designed to protect you against discrimination relating to your legal right to work in the US can be found here.
 
For San Francisco, CA USA Job Postings Only: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Further information is available here.
 
We are proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. Further information is available here.

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