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Director, P&C Business Partner
SAG-AFTRA
Los Angeles, CAThis was removed by the employer on 7/13/2024 7:19:00 AM PST
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Full Time Job
Responsibilities
What You’ll Do
Reporting to the Executive Director, People & Culture, the Director-P&C Business Partner acts as a consultant for assigned business units on all matters related to human resources, labor relations, employee relations, and provides support for organizational changes. The Director - People & Culture Business Partner will perform at a strategic level and will also perform routine work while presenting a professional, value-added representation of the human resources function. The position formulates partnerships across the HR 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/ADA), workers compensation, employee onboarding and assimilation, compensation, talent acquisition, talent 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 business unit leadership with expert level 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.
• Coach business unit leaders on P&C policies, processes and management issues, including performance management, learning and development, employee inclusion and engagement to promote a culture of continuous growth and development.
• Develop and interpret P&C specific policies, practices and guidelines across the organization and recommend policy changes to support business needs.
• Provide support in the creation and analysis of P&C metrics, identifies trends and areas for opportunity, and assists in developing action plans.
• Assist in annual Workforce Planning meetings.
• Provide functional expertise in one or more of the following areas: benefits, compensation, talent development, policy compliance, leave and reasonable accommodation administration (FMLA/ADA), talent acquisition, labor relations, or workers compensation.
• 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.
• Reinforce difficult decisions that align with organizational strategies and values.
• Provide education, training and development support for P&C colleagues, managers, and employees.
• Stay current on P&C trends to develop solutions using current best practices in the field.
• Ensure a strong understanding of laws and regulations to help the company stay in compliance.
• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provide day-to-day performance management guidance to business units (e.g., coaching, counseling, career development, disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide P&C policy guidance and interpretation.
• Develop contract terms for new hires, promotions and transfers.
• Provide guidance and input on business unit restructures, workforce planning and succession planning.