Senior Human Resources Business Partner

NASA Jet Propulsion Laboratory

55d•$131,664 - $164,424•Onsite

About The Position

The Senior Human Resources Business Partner (Sr. HRBP) acts as a strategic advisor, offering comprehensive support to client groups and partnering with employees and managers to apply HR best practices. As an advocate for client organizations, the Sr. HRBP is responsible for recommending and implementing proactive strategies and solutions to complex challenges across Talent Acquisition, Workforce Planning, Compensation, Benefits, Talent Development, Leaves and Accommodations, and Employee Relations. The incumbent also collaborates internally with management and other HR teams to provide input on HR policies and programs. The Sr. HRBP may also help lead or support the development and HR programs, policies, processes, and services. Partner with managers and employees at all levels to deliver human capital solutions that support the organization in hiring, developing, and retaining the best talent. To achieve the mission for this position, you must produce the following critical actions and results: Develop & Support Business Goals: Define human capital needs, solutions, processes, and capabilities that will ensure the organization’s ability to attract, retain and develop the best talent at all levels. JPL Relationship Building: Develop strong working relationships with peers and with managers and employees across all assigned organizations, ascertaining their needs and partnering as appropriate on HR related processes and activities. Work through any resistance, establish credibility, demonstrate sensitivity to manager and employee’s needs and make it easy for managers and employees to partner with HR in a productive manner. Workforce Planning: Partner with Business Managers, compensation specialists, and other key HR team members, in workforce planning to align with the strategy and goals of the organization. Support succession planning, talent reviews, identification of critical talent and development needs. Compliance: Serve as the Subject Matter Expert for compliance and maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provide HR policy guidance and interpretation. Partner with the legal department as needed and/or required. Employee Relations: Support managers in resolving general employee relations issues through coaching and consulting support. Partner with JPL’s Employee Relations team as they manage investigations and complex employment issues. Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Data Analysis: Identify and utilize data to support effective decision-making. Ensure management is measuring its human capital in meaningful ways that impact decisions and the future direction of the organization. Learning and Development: Collaborate with the Talent Development team and partner on effective organizational development, learning and technical training programs for the organizations you support.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field.
Typical experience levels: 9 years with a Bachelor’s degree, 7 years with a Master’s, and 5 years with a PhD.
At least 5 years of direct HRBP and/or HR Generalist experience supporting large client groups, with a track record of increasing responsibility.
Significant experience in leadership and organizational development and one or more of the following: employee relations, workforce planning, continuous process improvement, and change management.
Demonstrated experience developing and implementing complex organizational change and communication strategies, including designing and delivering an implementation plan with related process and communication documents.
Outstanding leadership and coaching skills and experience influencing and presenting to senior management.
Experience in consulting with business units about workforce planning, talent assessments and performance management.
Demonstrated success in developing and implementing a variety of human capital strategies in support of business objectives and goals.
Strong understanding of federal and state employment laws and regulations as it pertains to employment related matters.
Excellent communication, problem solving, and negotiation skills.
Desire and ability to professionally influence managers to help them reach effective, comprehensive business decisions
Able to balance independent consultation and problem-resolution while understanding broader context of JPL’s culture and obligations as an FFRDC, partnering effectively with other areas of the business, both inside and outside of HR
Ability to manage competing priorities, from strategic priorities to day-to-day consulting, in partnership with other areas of HR as appropriate
Working well independently and on teams; demonstrating agility and the ability to work creatively and effectively in consideration of business requirements
Strong collaboration skills with all levels within the organization.

Nice To Haves

Expertise in additional fields of Human Resources
Experience with a complex and dynamic organization
Experience in an HRBP role supporting STEM talent in the fields of engineering or software is preferred.

Responsibilities

Define human capital needs, solutions, processes, and capabilities that will ensure the organization’s ability to attract, retain and develop the best talent at all levels.
Develop strong working relationships with peers and with managers and employees across all assigned organizations, ascertaining their needs and partnering as appropriate on HR related processes and activities.
Partner with Business Managers, compensation specialists, and other key HR team members, in workforce planning to align with the strategy and goals of the organization.
Support succession planning, talent reviews, identification of critical talent and development needs.
Serve as the Subject Matter Expert for compliance and maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Provide HR policy guidance and interpretation.
Support managers in resolving general employee relations issues through coaching and consulting support.
Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Identify and utilize data to support effective decision-making.
Collaborate with the Talent Development team and partner on effective organizational development, learning and technical training programs for the organizations you support.