Director of People and Culture Business Partner

This is a Full Time Job

Responsibilities

What You’ll Do

Reporting to the Executive Director, People & Culture, the Director, P&C Business Partner is responsible for developing and executing People and Culture strategies that align with the mission, values, and goals of SAG-AFTRA. The position formulates partnerships across the Human Resources function to deliver value-added service to management and employees that reflects the business objectives of the organization. Provide functional expertise in one or more of the following areas: benefits, leave and reasonable accommodation administration (FMLA/CFRA/ADA), workers’ compensation, affinity groups, performance management, employee onboarding and assimilation, compensation, talent acquisition, training and development, policy compliance, or employee relations.

(This section provides a general summary of the most significant job duties performed. It does not explain in detail every single duty performed.)
• Provide guidance and support in the administration of collective bargaining agreements. Collaborate with union leadership on contract negotiations, grievance procedures, and other labor relations matters.
• Provide business unit leadership with P&C guidance and support, adhering to applicable laws and complying with applicable CBAs; identify innovative solutions and options to address complex P&C resource management issues.
• Coach leadership on how to proactively address and resolve performance and behavioral issues by recommending training where gaps exist.
• Manage and resolve employee relations issues through effective, thorough and objective investigations; participate in Labor Management meetings. Recognize when to escalate problems to a higher level, as needed.
• Assist with maintaining compensation structure, base pay, bonus and award programs. Partner with the Executive Director to create Total Rewards to ensure alignment of talent and compensation leveling.
• Act as a strategic partner in collaboration with business unit leaders to proactively engage and identify people gaps and opportunities, propose changes and facilitate the change processes necessary to mitigate risk.
• Partner with the Executive Director to build and maintain an effective job architecture and career frameworks. This includes conducting job analyses, developing competencies by level, job descriptions and career progression guidelines that supports organizational alignment and enhanced career pathing and workforce planning.
• Facilitate workforce planning sessions, conversations, and development opportunities.
• Provide education, training and development support for P&C colleagues, managers, and employees; collaborate with the Learning Team on staff training.
• Stay current on P&C trends to develop solutions using current best practices in the field.
• Assist with the design of competitive and equitable compensation and benefits programs that align with the union’s values.
• Perform other duties as assigned.

Qualifications

What You’ll Need

We want to make sure you’re successful. To be considered, you must have:

(The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of this job with or without reasonable accommodation, using some other combination of skills and abilities.)
• Expert knowledge of People Management best practices and ability to ensure compliance with all federal, state, and local laws and regulations.
• Ability to develop and implement creative staffing solutions while understanding the organization's business strategy.
• Strong people management skills; able to effectively lead and develop subordinates.
• Highly developed interpersonal skills: high degree of professionalism, patience, and tact.
• Must be able to cultivate relationships with people from diverse backgrounds, both internally and externally.
• Strong communication skills in English, both oral and written.
• Strong consultative skills to collaboratively design impactful solutions and manage stakeholder expectations; exceptional listening skills – solicits constructive feedback to refine programs.
• Able to use sound judgment, discretion and maintain confidentiality.
• Ability to think strategically, execute tactically and collaborate across many teams, levels and situations.
• Exceptional customer service skills.
• Highly skilled in building trusting, collaborative relationships. Excel in interpersonal communication, inclusive leadership, and managing difficult situations and conversations.

COMPETENCIES:
• Member Service
• Communication
• Dependability/Accountability
• Leadership
• Project/Process Management
• Job Knowledge
• Adaptability
• Teamwork
• Innovation
• Developing Employees

MINIMUM QUALIFICATIONS:

Education and/or Experience:
• Bachelor’s Degree in Human Resources or a related field and 8 years of broad Human Resources experience, or 10-12 years of relevant Human Resources experience.
• A minimum of four years of human resources management in a broad array of disciplines, including but not limited to workforce planning, employee training and development, performance management, and employee/labor relations.
• Proven track record of designing and implementing strategic HR initiatives.
• Experience with HR technology systems and data analytics.
• Ability to navigate ambiguity and drive change.
• Comprehensive understanding of compensation, benefits, talent acquisition, retention, workforce planning and performance management.

PREFERRED BACKGROUND:
• SPHR or SHRM-SCP preferred.
• Experience in a unionized environment, with a deep understanding of labor relations, collective bargaining, and contract administration, a plus.
• Working knowledge of Google Suite, ADP Workforce Now, iCims, and PerformYard a plus.