Director, P&C Business Partner
Company: SAG-AFTRA
Location: Los Angeles
Posted on: April 17, 2024
Job Description:
Director, P&C Business Partner
Location
US-NY-New York - US-CA-Los Angeles
Job ID
2024-2205
Category
Human Resources
Reports To
EXECUTIVE DIRECTOR, PEOPLE & CULTURE
FLSA Status
Exempt
Type
Regular Full-Time
Salary Range
$130,000.00 annually
Department
People & Culture
Shift
9:30am-5:30pm
Union Representation
Non-Represented
Overview
Who We Are SAG-AFTRA is the iconic American labor union that
represents approximately 160,000 media professionals. SAG-AFTRA
employees support our members and thrive on securing the strongest
protections by negotiating the best wages, working conditions,
health and pension benefits. We preserve and expand members' work
opportunities, vigorously enforce our contracts and protect our
members against unauthorized use of their work.
Responsibilities
What You'll Do Reporting to the Executive Director, People &
Culture, the Director-P&C Business Partner acts as a consultant
for assigned business units on all matters related to human
resources, labor relations, employee relations, and provides
support for organizational changes. The Director - People & Culture
Business Partner will perform at a strategic level and will also
perform routine work while presenting a professional, value-added
representation of the human resources function. The position
formulates partnerships across the HR function to deliver
value-added service to management and employees that reflects the
business objectives of the organization. Provide functional
expertise in one or more of the following areas: benefits, leave
and reasonable accommodation administration (FMLA/ADA), workers
compensation, employee onboarding and assimilation, compensation,
talent acquisition, talent development, policy compliance, or
employee relations. (This section provides a general summary of the
most significant job duties performed. It does not explain in
detail every single duty performed.)
Provide business unit leadership with
expert level P&C guidance and support, adhering to applicable
laws and complying with applicable CBAs; identify innovative
solutions and options to address complex P&C resource
management issues. Coach leadership on how to proactively address
and resolve performance and behavioral issues by recommending
training where gaps exist.Manage and resolve employee relations
issues through effective, thorough and objective investigations;
participate in Labor Management meetings. Recognize when to
escalate problems to a higher level, as needed.Coach business unit
leaders on P&C policies, processes and management issues,
including performance management, learning and development,
employee inclusion and engagement to promote a culture of
continuous growth and development.Develop and interpret P&C
specific policies, practices and guidelines across the organization
and recommend policy changes to support business needs.Provide
support in the creation and analysis of P&C metrics, identifies
trends and areas for opportunity, and assists in developing action
plans.Assist in annual Workforce Planning meetings.Provide
functional expertise in one or more of the following areas:
benefits, compensation, talent development, policy compliance,
leave and reasonable accommodation administration (FMLA/ADA),
talent acquisition, labor relations, or workers compensation.Act as
a strategic partner in collaboration with business unit leaders to
proactively engage and identify people gaps and opportunities,
propose changes and facilitate the change processes necessary to
mitigate risk.Reinforce difficult decisions that align with
organizational strategies and values.Provide education, training
and development support for P&C colleagues, managers, and
employees.Stay current on P&C trends to develop solutions using
current best practices in the field.Ensure a strong understanding
of laws and regulations to help the company stay in
compliance.Manage and resolve complex employee relations issues.
Conducts effective, thorough and objective investigations.Maintain
in-depth knowledge of legal requirements related to day-to-day
management of employees, reducing legal risks and ensuring
regulatory compliance. Partners with the legal department as
needed/required.Provide day-to-day performance management guidance
to business units (e.g., coaching, counseling, career development,
disciplinary actions).Work closely with management and employees to
improve work relationships, build morale, and increase productivity
and retention.Provide P&C policy guidance and
interpretation.Develop contract terms for new hires, promotions and
transfers.Provide guidance and input on business unit restructures,
workforce planning and succession planning.Identify training needs
for business units and individual executive coaching
needs.Participate in evaluation and monitoring of training programs
to ensure success. Follow up to ensure training objectives are
met.Perform other related duties as assigned.
Qualifications
What You'll Need We want to make sure you're successful. To be
considered, you must have: (The individual must possess the
following knowledge, skills and abilities and be able to explain
and demonstrate that he or she can perform the essential functions
of this job with or without reasonable accommodation, using some
other combination of skills and abilities.)
Expert knowledge of People & Culture
best practices and ability to ensure compliance with all federal,
state, and local laws and regulations; able to develop and
implement creative staffing solutions.Highly developed
interpersonal skills: high degree of patience and tact, and must be
able to cultivate relationships with people from diverse
backgrounds, both internally and externally. Strong communication
skills in English, both oral and written; strong consultative
skills to collaboratively design impactful solutions and manage
stakeholder expectations; exceptional listening skills - solicits
constructive feedback to refine programs.Able to use sound
judgment, discretion and maintain confidentiality on staffing
matters. Strong people management skills; able to lead and develop
subordinates.Expert customer service skills.Ability to think
strategically, execute tactically, and collaborate across many
teams, levels, and situations COMPETENCIES:
Member
ServiceCommunicationDependability/AccountabilityLeadershipProject/Process
ManagementJob KnowledgeAdaptabilityTeamworkInnovationDeveloping
Employees PREFERRED BACKGROUND:
Working knowledge of Google Suite,
ADP Workforce Now, iCims, and PerformYard a plus.Experience working
in a union environment is a plus. MINIMUM QUALIFICATIONS: Education
and/or Experience:
Bachelor's Degree in Human Resources
or a related field and 8 years of broad Human Resources experience,
or 10-12 years of relevant Human Resources experience.A minimum of
four years of human resources management in a broad array of
disciplines, including but not limited to workforce planning,
employee counseling, and employee/labor relations. PHR or SHRM
certification is required; an equivalent certification in Human
Resources may be considered. What You'll Get We are a great place
to work because we offer:
- The salary range for this position is $130,000k - $130,000k
annually along with excellent employee benefits. Colleagues that
are passionate about what we do and how they contribute to our
missionBalance between work and home life
responsibilitiesAffordable and comprehensive medical and dental
plansGenerous pension plan Employee discounts and perks
Keywords: SAG-AFTRA, Huntington Park , Director, P&C Business Partner, Executive , Los Angeles, California
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