Human Resources Strategic Partner

Pacific Northwest National Laboratory•Richland, WA

3d•Hybrid

About The Position

Pacific Northwest National Laboratory’s Human Resources organization includes more than 100 professionals supporting scientific discovery and helping the Lab meet its talent acquisition and retention goals through benefits, compensation, learning, and workforce programs. The Human Resources Strategic Partner (HRSP) serves as a senior HR advisor and strategic partner to organizational leaders, translating business priorities into people and workforce strategies. The HRSP develops an understanding of the organizations they support, including their goals, workforce, challenges, and changing needs, and uses that context to support organizational performance and employee experience. The role combines strategic advice with practical execution in a dynamic environment. It partners across HR Centers of Expertise and service delivery teams to coordinate expertise and deliver integrated workforce solutions. The position is hybrid, with approximately 60% on-site work in Richland, Washington.

Requirements

Bachelor’s degree and 7 years of progressively responsible HR experience, with depth in areas such as talent management, workforce planning, organizational effectiveness, performance management, succession planning, and/or organizational change; or a master’s degree or higher and 5 years of such experience.
Experience serving as a strategic HR partner, HR manager, or senior HR advisor to leaders in a large, complex, matrixed, technical, or rapidly changing organization.

Nice To Haves

Ability to quickly learn an unfamiliar business or technical environment and translate that understanding into effective HR strategies and solutions.
Experience partnering across HR functions or Centers of Expertise to develop and implement integrated workforce solutions.
Experience analyzing workforce data and translating insights into actionable recommendations for leaders.
Experience influencing leaders, navigating complex or sensitive organizational issues, and leading cross-functional initiatives from problem identification through implementation.
Strong proficiency with Microsoft Office applications, particularly Excel and PowerPoint.
SHRM-SCP or SPHR certification.

Responsibilities

Build trusted partnerships with leaders by understanding their business, workforce, priorities, and organizational challenges, and translate those insights into people strategies.
Advise and coach leaders on complex people and organizational matters, using sound judgment, an independent perspective, and constructive influence.
Lead talent and workforce planning, succession planning, performance management, organizational effectiveness, workforce development, and other talent management activities.
Apply critical and systems thinking to workforce and organizational challenges, identify root causes and interdependencies, and develop practical solutions.
Use workforce data, analytics, employee insights, and business context to identify trends, assess risks and opportunities, challenge assumptions, and develop evidence-based recommendations.
Anticipate emerging workforce and organizational needs and engage leaders and HR partners proactively.
Connect HR Centers of Expertise and service delivery teams, share relevant business context, and coordinate solutions to complex workforce needs.
Lead and support organizational change by helping leaders understand people impacts, build readiness, navigate ambiguity, and drive implementation and adoption.
Facilitate complex leadership discussions and communicate sensitive or challenging perspectives clearly, helping groups reach decisions and take action.
Independently solve complex problems, lead cross-functional initiatives, address barriers, and drive work through execution.