Human Resources Business Partner Lead

The William and Flora Hewlett Foundation•Menlo Park, CA

7h•$250,000 - $300,000•Hybrid

About The Position

ABOUT THE FOUNDATION The William and Flora Hewlett Foundation invests in creative thinkers and problem solvers working to ensure that people, communities, and the planet can flourish. Together with its partners, the foundation is harnessing societys collective capacity to solve our toughest problems. A nonpartisan philanthropy, the Hewlett Foundation has made grants in the U.S. and globally for nearly six decades based on an approach that emphasizes long-term support, collaboration, and trust. Globally, the foundation makes grants to address both longstanding and emerging challenges, like efforts to reduce the growing threat of climate change, contribute to evidence informed policy making, and reimagine the economy and society. Its U.S. efforts prioritize strengthening democracy, advancing K-12 education for all students and supporting community-led conservation. In the San Francisco Bay Area, it makes grants to support meaningful artistic experiences in local communities and support regional foundations working on critical issues such as housing. The foundations grantmaking also invests in strengthening the effectiveness of our grantees, and of philanthropy itself. The Hewlett Foundations assets are approximately $13.9 billion, with annual awards of grants totaling exceeding $600 million in recent years. The Foundation has approximately 130 employees in programmatic, operational, and investment roles, and is located in the San Francisco Bay Area. Across the organization, employees are challenged with meaningful work, have the resources for ongoing professional development and learning, and contribute to a collegial and engaging environment. Hewlett is committed to fostering a culture of inclusion as part of our Guiding Principles and encouraging individuals with diverse backgrounds and experiences to apply. POSITION SUMMARY: HUMAN RESOURCES BUSINESS PARTNER LEAD Reporting to the Chief People Officer (CPO), the HR Business Partner Lead is the primary strategic advisor and coach to leaders related to identifying, developing and retaining top talent; performance management; employee relations; employee engagement; and change management. They oversee, and sharpen, the HR policies, processes, operations and practices that support Hewletts mission and goals while providing a positive employee experience. The HR Business Partner Lead will manage and mentor a passionate team of two. Two peers, also direct reports to the CPO, oversee: total rewards and HRIS; and culture equity. This is an outstanding opportunity for a human resources leader who brings: a coaching orientation; strong skills, training and a deep background in the HR function; and a track record of developing HR colleagues, while driving change across a mission-driven organization.

Requirements

The HR Business Partner Lead must bring HR functional leadership experience gained in disciplined, professionalized and rigorous HR environments. Candidates will bring knowledge of a mission-driven organization (nonprofit, foundation, higher education, etc.).
Assessing organizational needs and developing aligned HR strategies and tools that are: a) clear, equitable and grounded in best practices; b) supportive of managers and staff at all levels; c) foster effectiveness; and d) address external market factors.
Designing and delivering effective employee relations, employee engagement, training and development.
Overseeing the implementation of HR regulations and employment laws (California specifically preferred).
Managing and mentoring colleagues in the HR function.
Supporting change-oriented projects, both across an organization and within the HR function.
Strong relationship building skills, with the ability to quickly form trust, respect and confidence at all levels with an ability to manage conflict and conflicting views.
A collaborative and calm approach, with effective interpersonal and analytical skills that allow them to work seamlessly across cultures and organizational units.
Excellent listening, written and verbal communication skills.
An ability to set priorities, problem-solve and make fair, data-driven decisions while supporting change and continuous improvement.
A thoughtful and authentic balance of flexibility, diplomacy and accountability, with a learning and action orientation.
The capacity to work, manage and meet competing deadlines in a fast-paced, high-volume environment.
A demonstrated commitment to diversity, equity, and inclusion.
The highest degree of confidentiality, judgment and professional ethics.
Proficiency in HRIS and related tools.
Bachelors degree (BA/BS)

Nice To Haves

Masters degree as well as a well-regarded HR certification (SHRM, HRCI, etc.), preferred.

Responsibilities

Strategic Human Resources partnership Serve as an innovator, strategic contributor, problem-solver, partner and adviser to the CPO, within the HR team and across Hewlett. Listen to the needs of leaders across Hewlett and align HR strategies with overall business objectives. Provide thoughtful advice, counsel and coaching to stakeholders at all levels to maximize staffing resources, culture and performance while minimizing risk to the organization.
Coaching and development: Coach managers and employees on leadership, performance management, career development, and employee engagement.
Organizational change: Lead and support initiatives related to organizational development and change management; support process initiatives that improve the HR teams delivery and tools.
Data analysis: Analyze HR metrics and trends to identify priorities, develop solutions, and inform decision-making.
Employee relations: Manage and resolve employee relations issues, conflicts, and grievances. Lead or support employee relation investigations, including collaboration with internal and external legal team. Develop solution-based recommendations.
Talent acquisition and retention: Coordinate and manage talent acquisition, onboarding, and retention strategies to ensure an inclusive, high-performing workforce. Partner with the Culture Equity Officer to help leaders: Implement and support their equity and inclusion goals. Effectively manage their teams performance and utilize the necessary performance management systems, processes, and programs to drive performance improvement. Collaborate with the compensation team to provide guidance on compensation, benefits, and other HR policies and processes.
Team leadership and development With transparency and inclusivity, manage and develop talented, mission-driven colleagues leading critical HR generalist and operations work.
Legal compliance: Ensure compliance with all relevant federal and California HR regulations and laws to mitigate legal risks. Collaborate closely with the legal team with any concerns or issues that potentially require legal input or action.
Policy implementation: Implement and advise on HR policies and procedures, ensuring consistency across the organization.