People & Culture People Partner

Consumer Reports•Yonkers, NY

1d•Hybrid

About The Position

In People & Culture at CR, no two days are the same. You will move seamlessly from coaching a manager to helping a frontline employee resolve a workplace concern. From helping to refine a job description; to analyzing data in our HRIS, teamwork is the special ingredient in our People & Culture recipe. As a member of the Talent Management team, the People and Culture Partner reports to the Director, Talent Management. In this role, you will help to implement initiatives that engage, develop, and retain the necessary talent to achieve the organization’s strategic objectives. If you have excellent professional judgment, deep experience in investigating and resolving employee relations issues, a passion for creating joy in the workplace, and you thrive on collaboration, we’d love to hear from you. This is a hybrid position. The successful candidate should anticipate coming to our Yonkers headquarters at least twice per month. This position is not eligible for sponsorship or relocation assistance.

Requirements

Broad generalist experience.
At least 5-years of experience in a people department.
Worked in a variety of areas that may include employee relations, payroll, benefits, talent acquisition, learning & development, compliance, and operations and developed strong skills and insights in several of these areas.
Strong employee relations background.
Conducted multiple investigations in which you have collected relevant facts and analyzed them in light of legal and regulatory requirements.
Ability to listen objectively and with understanding helps you resolve conflicts among and between individuals and teams.
Solid background in labor and employment law.
Understand laws and regulations that frame the essential parts of people-related work.
Able to spot potential issues related to and apply concepts from Title VII, ADA, ADEA, GINA, FLSA, FMLA, the Equal Pay Act, and the NLRA in your work.
Staying up to date on legal and regulatory changes is a regular part of your professional development.
Committed to equity and inclusion.
Understand that DEI is about more than recruitment numbers and multicultural celebrations.
Can speak to the ways that you incorporate principles of equity and inclusion into your day-to-day work as a practitioner.
Thrive in a collaborative environment.
Thrive in a highly matrixed environment and see it as an opportunity to build connections and learn.
Can share numerous examples of how you have been successful implementing HR programs.
Excellent communicator.
Created and delivered presentations to large and small groups.
Known for being an effective communicator with internal and external stakeholders.
Strong service orientation.
Whether your stakeholder is internal or external, senior leader or frontline employee, you are adept at prioritizing requests and inquiries.
Listen to understand, not only to respond.

Nice To Haves

Evidence of continuing education including certification from an accredited program in HR management, labor relations, employee relations, or similar to supplement your subject matter knowledge.
Labor relations experience.
Partnered with business leaders who lead members of a collective bargaining unit.
May have firsthand experience interpreting union agreements and may even have experience handling first and second-step grievances.
Supported leaders in the social sciences, engineering, or financial space.
Supported mechanical or electrical engineering professionals, survey or social science researchers, accounting teams, or in organizations focused on engineering work.
Experience with learning and development.
Can share success stories of how you have delivered engaging, interactive training to people managers and frontline staff.
Strong orientation to data.
Demonstrated experience making decisions based on data and are able to interpret data from engagement surveys, demographics, and exit surveys.
Experience with intentional culture change.
Been a people partner or generalist in an organization actively pursuing intentional culture change or other major enterprise-wide initiative to embed organizational values into people-related processes and practices.

Responsibilities

Be the first point of contact for staff in your assigned client groups, connecting employees to resources and subject matter experts in the People & Culture department as appropriate.
Provide practical counsel and advice regarding the resolution of routine employee and labor relations issues matters, consulting with the HR Business Partner and/or Director, Talent Management as appropriate.
Document and investigate staff concerns of low to moderate complexity in accordance with all legal and regulatory requirements and best practices, providing timely follow up, if necessary, and keeping appropriate documentation; support organizational fact-finding efforts in response to administrative and legal proceedings.
Escalate complex and/or sensitive matters to the Director, Senior HRBP as appropriate.
Serve as a resource for staff with employment related questions and concerns; refer to appropriate resources such as EAP.
Manage staff transitions and status changes, including promotions, transfers, job realignments, and department restructuring.
Collect, analyze and present employee-related data providing skilled support on talent management, performance management, and employee relations issues.