People Partner
- Job Title: People Partner
- Salary Grade: II
- FSLA Status: Exempt
- Supervisor: People Director
Key Responsibilities
- Provides equitable and consistent interpretation and guidance on complex performance, conduct, and culture questions and concerns in alignment with PCC culture, business needs, and other initiatives, resulting in the advancement of healthy work environments and engaged staff.
- Supports Sr. People Partners in their service as consultants to employees and managers on People and Culture and Human Resources related issues. Acts as an employee champion and change agent. Understands and models cultural competence and skill communicating with stakeholders from diverse backgrounds.
- Responds and provides partnership to address workplace conflicts, microaggressions, performance concerns, and other cultural challenges using facilitation, mediation, restorative approaches, and other measures.
- Supports Sr. People Partners with investigations into issues of discrimination and harassment, recommending comprehensive remedies and preventive measures.
- Reviews data to identify trends and issues.
- Supports the development and implementation of short and long-term DEI strategies focused on developing and supporting PCC’s diverse employee population.
- Coordinates the performance review process, including integrating BJEDI principles into evaluations.
Key Attributes
- Demonstrated experience incorporating principles that advance diversity, equity, and inclusion into People and Culture practices and policies.
- Ability to navigate large, complex organizations to effectively implement People and Culture solutions that meet organizational needs and align with values.
- Demonstrated excellent verbal and written communication skills; proficiency in de-escalation, managing difficult conversations, negotiating, and navigating conflict resolution conversations.
- Ability to influence and coach employees and managers through complex, difficult and emotional issues, and influence decisions without direct decision-making authority.
- Ability to resolve problems or issues by gathering and assessing information, seeking input, and using judgment that is consistent with standards, practices, policies, procedures, values, and regulations.
- Demonstrated ability to develop and maintain an equitable and inclusive workplace through interactions, decisions, and recommendations.
- Experience conducting investigations, resolving grievances, and participating in arbitrations.
- Advanced knowledge of labor and employment laws and labor relations.
- Ability to advocate for employees while identifying and navigating the cultural, financial, and legal impacts on the organization.
- Experience improving and implementing processes and policies using principles of change management and project management.
Qualifications
Bachelor’s degree in Human Resources, Business or other relevant discipline. Relevant experience may substitute for the degree requirement on a year-for-year basis. Two years human resources, employee relations or related human resources function experience.