Senior HR Business Partner (Remote based in the US)

DescriptionOverview RTI International is one of the world's leading research institutes, dedicated to improving the human condition by turning knowledge into practice. Headquartered in Research Triangle Park, North Carolina. Our staff of nearly 6,000 provides research and technical services to governments and businesses in more than 75 countries in the areas of health and pharmaceuticals, education and training, surveys and statistics, advanced technology, international development, economic and social policy, energy and the environment, and laboratory testing and chemical analysis. We are seeking a Senior Human Resources Business Partner. This is a strategic role that provides comprehensive HR guidance and support to senior executives and key stakeholders. Acting as a trusted advisor, the Senior HRBP drives the alignment of HR initiatives with business objectives, focusing on multiple or large groups, and collaborating with executive leadership to recommend business goals and strategic direction at the business unit level. This role operates across all levels, typically at an executive or senior organizational level and across client group segments, ensuring organizational effectiveness and success. This role is supporting Global Technology Solutions (GTS). GTS make efforts to digitally transform RTI. GTS provides technical support, resources and services to help staff work efficiently and effectively in compliance with RTI policies. GTS also aims to provide technology solutions to support the Institute’s Business Units, General and Administrative functions. GTS finds innovative solutions to technological challenges. Responsibilities • Articulate People Challenges: Articulates key people challenges based on a deep understanding of business strategy and culture. Utilize understanding to identify and address critical people-related issues, creating effective solutions. • Deep Understanding of Business and Strategic Themes: Demonstrate a profound understanding of business and strategic themes. Serve as a role model to create work plans that are in line with RTI values and the Employer Value Proposition (EVP), both internally and externally. • Utilize HR Process for People Plans: Harnesses all aspects of HR process and practice to create an effective people plan that aligns with the organization's strategic objectives. • Drive Change Programs: Create and drive change programs that address local issues and facilitate significant organizational transformations. Mobilize and align diverse stakeholders around shared objectives, expertly applying strategic insights. • Build Trusted Relationships: Cultivate open and trustful relationships across all organizational levels, fostering an inclusive and feedback-oriented work culture. • Design and Implement Solutions: Take ownership of leading the change plan and skillfully implementing multiple workstreams across client groups, ensuring seamless alignment with business strategies. • Collaborate and Influence: Work collaboratively with management to effectively implement corporate policies related to HR, organizational, and employee development at the business unit or division level, and on a global scale. • Provide HR Support: Consult with employees and managers, employing a systematic approach to address root causes of HR issues and resolve complex employee relations matters. • Lead Company-wide Programs: Spearhead the design and execution of company-wide HR programs and initiatives, encompassing critical aspects like salary review, workforce planning, succession planning, change management, talent management, and organizational change. • Strategic Thinking: Demonstrate foresight by anticipating internal and/or external business challenges and regulatory issues. Play an active role in shaping functional strategy and identifying best practices to bolster organizational direction and business model. • Analyze Business Information: Regularly communicate significant employee and workforce issues to executive leadership, skillfully shaping and communicating company-wide messages and policies to staff and management. • Collaborate and Settle Disputes: Collaborate effectively with internal and external executive-level management, delivering the promise of science for global good forming strategic partnerships with senior or executive leadership across the organization. Lead and actively participate in project teams to achieve milestones and objectives. • Educate and Advise: Proactively apply broad-based HR knowledge to cater to business needs, educating and advising the executive team on strategic HR issues, influencing decision-making. • Mentorship and Guidance: Provide mentorship and guidance to the more junior HRBP’s, fostering a high-performing and engaged team environment, and promoting continuous learning and development. • Resolve Complex Employee Relations Issues and HR Investigations: Provide expert guidance in resolving complex employee relations matters, collaborating with stakeholders, and leveraging HR resources, including Employee Relations and legal teams. Lead and supervise HR investigations in collaboration with the Employee Resource Center (ERC) and legal counsel. • Stay Current on HR Best Practices: Continuously update knowledge of HR best practices, emerging trends, and industry benchmarks, applying them to enhance HR strategies and drive continuous improvement. Qualifications Job Requirements are a combination of qualifications and related experience. Bachelor's Degree and 18 years of professional HR experience, Master's degree and 14 years of experience, PhD and 10 years of experience, or equivalent combination of education and experience. Skills & Abilities Below are skills and abilities required to perform the essential duties of this job. An addendum that clarifies additional skills and abilities for incumbents in this job may be used in addition to this description. • Bachelor's degree and experience in relevant field (E.g., Human Resources, Business Administration, or a related field.). Advance degree or certifications a plus. • Strong HR expertise, including strategic planning and change management skills. • Business acumen and knowledge of industry HR trends. • Proven relationship building and collaboration skills. • Ability to listen and communicate well both verbally and in writing • Strong problem-solving and decision-making capabilities. • Familiarity with HR compliance and employment laws. • Commitment to continuous learning and staying updated on HR best practices. • Key skill and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving. • Ability to manage multiple priorities. • Ability to work well with others. • Ability to work independently. • Attention to detail and accuracy. • Solid understanding of and working experience with HRIS system and Microsoft Office products. • Ability to obtain proper security clearances as noted by contracts. • Demonstration of the RTI Values and Lead Forward behaviors by all employees is critical to the Institute’s success. EEO & Pay Equity Statements For San Francisco, CA USA Job Postings Only: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Further information is available here. RTI accepts applications to our job openings from candidates with criminal histories or conviction records in accordance with all applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. The anticipated pay range for this role is listed below. Our pay ranges represent national averages and may vary by location as a geographic differential may be applied to some locations within the United States. RTI considers multiple factors when making an offer including, for example: established salary range, internal budget, business needs, and education and years of work experience possessed by the applicant. Further, salary is merely one element to our offer. At RTI, we demonstrate our commitment to rewarding individual and team achievement through a total rewards package. This package includes (among other things) a competitive base salary, a generous paid time off policy, merit based annual increases, bonus opportunities and a robust recognition program. Other benefits include a competitive range of insurance plans (including health, dental, life, and short-term and long-term disability), access to a retirement savings program such as a 401(k) plan, paid parental leave for all parents, financial assistance with adoption expenses or infertility treatments, financial reimbursement for education and developmental opportunities, an employee assistance program, and numerous other offerings to support a healthy work-life balance. Equal Pay Act Minimum/Range $171,000 - $209,000 USD

ResponsibilitiesArticulate People Challenges: Articulates key people challenges based on a deep understanding of business strategy and culture. Utilize understanding to identify and address critical people-related issues, creating effective solutions. • Deep Understanding of Business and Strategic Themes: Demonstrate a profound understanding of business and strategic themes. Serve as a role model to create work plans that are in line with RTI values and the Employer Value Proposition (EVP), both internally and externally. • Utilize HR Process for People Plans: Harnesses all aspects of HR process and practice to create an effective people plan that aligns with the organization's strategic objectives. • Drive Change Programs: Create and drive change programs that address local issues and facilitate significant organizational transformations. Mobilize and align diverse stakeholders around shared objectives, expertly applying strategic insights. • Build Trusted Relationships: Cultivate open and trustful relationships across all organizational levels, fostering an inclusive and feedback-oriented work culture. • Design and Implement Solutions: Take ownership of leading the change plan and skillfully implementing multiple workstreams across client groups, ensuring seamless alignment with business strategies. • Collaborate and Influence: Work collaboratively with management to effectively implement corporate policies related to HR, organizational, and employee development at the business unit or division level, and on a global scale. • Provide HR Support: Consult with employees and managers, employing a systematic approach to address root causes of HR issues and resolve complex employee relations matters. • Lead Company-wide Programs: Spearhead the design and execution of company-wide HR programs and initiatives, encompassing critical aspects like salary review, workforce planning, succession planning, change management, talent management, and organizational change. • Strategic Thinking: Demonstrate foresight by anticipating internal and/or external business challenges and regulatory issues. Play an active role in shaping functional strategy and identifying best practices to bolster organizational direction and business model. • Analyze Business Information: Regularly communicate significant employee and workforce issues to executive leadership, skillfully shaping and communicating company-wide messages and policies to staff and management. • Collaborate and Settle Disputes: Collaborate effectively with internal and external executive-level management, delivering the promise of science for global good forming strategic partnerships with senior or executive leadership across the organization. Lead and actively participate in project teams to achieve milestones and objectives. • Educate and Advise: Proactively apply broad-based HR knowledge to cater to business needs, educating and advising the executive team on strategic HR issues, influencing decision-making. • Mentorship and Guidance: Provide mentorship and guidance to the more junior HRBP’s, fostering a high-performing and engaged team environment, and promoting continuous learning and development. • Resolve Complex Employee Relations Issues and HR Investigations: Provide expert guidance in resolving complex employee relations matters, collaborating with stakeholders, and leveraging HR resources, including Employee Relations and legal teams. Lead and supervise HR investigations in collaboration with the Employee Resource Center (ERC) and legal counsel. • Stay Current on HR Best Practices: Continuously update knowledge of HR best practices, emerging trends, and industry benchmarks, applying them to enhance HR strategies and drive continuous improvement

QualificationJob Requirements are a combination of qualifications and related experience. Bachelor's Degree and 18 years of professional HR experience, Master's degree and 14 years of experience, PhD and 10 years of experience, or equivalent combination of education and experience. Skills & Abilities Below are skills and abilities required to perform the essential duties of this job. An addendum that clarifies additional skills and abilities for incumbents in this job may be used in addition to this description. • Bachelor's degree and experience in relevant field (E.g., Human Resources, Business Administration, or a related field.). Advance degree or certifications a plus. • Strong HR expertise, including strategic planning and change management skills. • Business acumen and knowledge of industry HR trends. • Proven relationship building and collaboration skills. • Ability to listen and communicate well both verbally and in writing • Strong problem-solving and decision-making capabilities. • Familiarity with HR compliance and employment laws. • Commitment to continuous learning and staying updated on HR best practices. • Key skill and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving. • Ability to manage multiple priorities. • Ability to work well with others. • Ability to work independently. • Attention to detail and accuracy. • Solid understanding of and working experience with HRIS system and Microsoft Office products. • Ability to obtain proper security clearances as noted by contracts. • Demonstration of the RTI Values and Lead Forward behaviors by all employees is critical to the Institute’s success