Senior HR Strategy Partner (HRSP)

Lawrence Berkeley National Laboratory•Berkeley, CA

4d•$136,000 - $166,000•Hybrid

About The Position

Lawrence Berkeley National Laboratory is hiring a Senior HR Strategy Partner (HRSP) within the Human Resources Division to support the Office of the Chief Financial Officer (OCFO). As a key operational division, OCFO provides high-value financial and procurement stewardship, services and strategic solutions that contribute to the Lab’s scientific mission. This role provides strategic and tactical HR consultation to leaders and employees within OCFO. The HRSP anticipates challenges, diagnoses complex people issues, and leads HR initiatives that advance organizational effectiveness across workforce planning, talent acquisition, performance management, employee and labor relations, engagement, and talent development. Serving as the primary relationship manager for the client group, the HRSP partners closely with Lab Division Directors and leaders to design and deliver integrated, compliant, and scalable people solutions. Operating with a high degree of autonomy, this role exercises sound judgment within broadly defined policies to select appropriate approaches and deliver results aligned with organizational objectives. We’re here for the same mission, to bring science solutions to the world. Join our team and YOU will play a supporting role in our goal to address global challenges! Have a high level of impact and work for an organization associated with 17 Nobel Prizes! Why join Berkeley Lab? We invest in our employees by offering a total rewards package you can count on: Exceptional health and retirement benefits, including pension or 401K-style plans A culture where you’ll belong - we are invested in our teams! In addition to accruing vacation and sick time, we also have a Winter Holiday Shutdown every year. Parental bonding leave (for both mothers and fathers) Pet insurance

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field; or equivalent work experience.
Minimum of 8 years of progressive HR experience, with at least 3 years operating in a consultative HRBP or equivalent strategic HR role.
Proven experience translating business goals into effective people strategies and influencing senior leaders through data, insights, and business acumen.
Demonstrated capability in solving complex HR challenges using judgment, creative problem-solving, and in-depth evaluation of data and organizational dynamics.
Strong knowledge of federal, state, and employment laws
Experience navigating and resolving complex employee relations issues, including performance concerns, conflict mediation, and compliance-related matters.
Deep understanding of performance management, organizational development, succession planning, and workforce planning.
Excellent interpersonal and communication skills with an ability to influence and build trust across levels (strategic, operational, and tactical) and disciplines. Ability to build strong working relationships, trust and respect with management, co-workers, internal customers, and vendors/service providers.
Demonstrated experience facilitating workshops or leadership development engagements or events.
Proven coaching skills, with the ability to support leaders at all levels.
High proficiency in using HRIS platforms and Microsoft Office (Excel, Word, PowerPoint); experience with data visualization or workforce analytics tools is a plus.
Working knowledge of Objectives and Key Results (OKRs) or similar goal-setting frameworks; ability to guide others in aligning goals with broader organizational strategy.
Ability to manage ambiguity and work autonomously within a rapidly evolving environment.
Comfort with using and interpreting people analytics to guide business decisions.
Excellent technical skills including basic familiarity with AI applications and openness to exploring emerging technologies that support the employee experience.

Nice To Haves

Knowledge of HR Systems such as PeopleSoft, Oracle HCM.
Proficiency in using Google Workspace Tools.
Experience working in a union environment including supporting collective bargaining efforts with demonstrated ability to interpret/apply provisions of collective bargaining agreements to human resources actions.
SPHR, SHRM-SCP or other HR certifications.

Responsibilities

Strategic Workforce Planning & Talent Development: Build strong relationships with division leaders and HR functional teams to advise on workforce planning, restructuring, and staffing strategies aligned with mission and goals. Support talent review, succession planning, and long-term capability building. Collaborate with Talent Acquisition and other stakeholders to ensure hiring aligns with business needs and future skill demands.
Performance Management & Coaching: Coach and advise managers on goal setting, performance feedback, and managing employee performance. Guide development planning and apply coaching methods to strengthen leadership, team dynamics, and individual growth. Ensure effective use of performance management tools and processes.
Employee & Labor Relations: Partner with Employee & Labor Relations on performance issues, conflict resolution, and corrective actions. Support labor-management activities, policy compliance, and collective bargaining agreements. Lead or assist with investigations and act as an escalation point for complex or crisis-related matters.
People Analytics & Objectives and Key Results (OKRs): Provide workforce insights to inform decision-making and track OKR progress. Monitor key HR metrics and translate data into actionable strategies. Ensure alignment between HR efforts and organizational goals using data-driven approaches.
Compensation & Retention: Advise on compensation, promotions, equity adjustments, and job audits to ensure alignment with pay structures and retention goals. Support annual compensation cycles and strategic internal movement.
Organizational Development & Change Management: Partner with leaders to design people strategies that support long-term goals. Assess development needs, lead training sessions, and facilitate leadership development. Support change efforts including restructuring and role clarity.
Talent Acquisition & Employer Branding: Advise on recruitment strategies and collaborate with Talent Acquisition to attract top talent, enhance hiring practices, and improve candidate experience.
Leadership Consulting & HR Strategy: Serve as a trusted advisor on team design, engagement, and people strategy. Provide insights to improve organizational health, team performance, and decision-making.
Employee Engagement & Experience: Promote a culture aligned with the Lab’s mission. Identify employee sentiment trends and advise on engagement efforts. Connect staff to development and well-being resources.
HR Navigation & Operational Support: Act as the primary HR liaison for division staff, connecting them to central HR services and ensuring smooth execution of programs and policies.

Benefits

Exceptional health and retirement benefits, including pension or 401K-style plans
A culture where you’ll belong - we are invested in our teams!
In addition to accruing vacation and sick time, we also have a Winter Holiday Shutdown every year.
Parental bonding leave (for both mothers and fathers)
Pet insurance

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