Senior Human Resources Organization Partner

SEIU (Service Employees International Union)

JOB TITLE:  Senior Human Resources Organization Partner     

GRADE: MGT E

ANNUAL SALARY: $118,125

LOCATION: Washington, DC

 

ORGANIZATIONAL OVERVIEW: We are the Service Employees International Union (SEIU), a union of about 2 million diverse members in healthcare, the public sector, and property services. We believe in and fight for our Vision for a Just Society: where all workers are valued and all people respected—no matter where we come from or what color we are; where all families and communities can thrive; and where we leave a better and more equitable world for generations to come. We are an anti-racist union determined to check corporate power and uproot structural racism through unions—worker power and collective action—and government—legislative and political action. We fight for Unions for All and a Government that Works for All so that all of us, across race and place, can have power together in unions and participate fully in our democracy.

PURPOSE: The Senior Human Resources Organization Partner is responsible for the functional areas relating to the administration and coordination of the Human Resources Department. The incumbent is expected to be a strategic partner who is proactive in developing and implementing solutions that both meet our workforce challenges and also closely support SEIU’s vision for a just society.

PRIMARY RESPONSIBILITIES: Any one position may not include all of the specific duties and responsibilities listed. Examples provide a general summary of the work required and should not be treated as a total and complete list of expected duties to be performed by employees in the classification.

Strategic Partnership & Organizational Alignment

• Serve as a trusted advisor to leaders, providing strategic guidance on people‑related issues, organizational design, and workforce planning.
• Partner with leadership to understand organizational priorities and translate them into actionable HR strategies.
• Support the development and execution of organizational goals by aligning HR initiatives with operational needs.
• Use data, trends, and insights to inform decision‑making and recommend proactive solutions.

Employee Relations & Workforce Support

• Provide coaching and guidance to managers on employee relations, conflict resolution, performance concerns, and policy interpretation.
• Support fair, consistent, and equitable application of HR policies and practices.
• Conduct or support investigations, documentation, and follow‑up related to employee concerns.
• Promote a positive, inclusive, and psychologically safe work environment.

Performance Management & Talent Development

• Guide leaders through the performance management cycle, including goal setting, feedback, evaluations, and development planning.
• Identify skill gaps and partner with Learning & Development to create targeted training and development opportunities.
• Support succession planning, leadership development, and career‑pathing initiatives.
• Coach managers on building high‑performing teams and strengthening leadership capabilities.

Organizational Development & Change Management

• Support organizational assessments, culture initiatives, and change‑management efforts.
• Facilitate team‑building sessions, retreats, and organizational learning experiences.
• Assist in designing and implementing organizational structures that enhance efficiency and collaboration.
• Partner with leaders to navigate transitions, restructures, and process changes.

HR Program Implementation & Collaboration

• Work closely with HR centers of excellence (Talent Acquisition, Compensations & Benefits, Learning & Development, HR Operations) to ensure seamless delivery of HR programs.
• Provide feedback on program effectiveness and advocate for improvements based on organizational needs.
• Support onboarding, engagement initiatives, and retention strategies.
• Ensure HR systems, processes, and policies are understood and effectively utilized by managers and employees.

Data, Reporting & Compliance

• Use HR metrics and analytics to identify trends, diagnose issues, and recommend solutions.
• Monitor workforce data such as turnover, engagement, performance, and staffing levels.
• Ensure compliance with federal, state, and local employment laws and internal policies.
• Maintain accurate documentation and support audit or reporting requirements.

Culture, Equity & Inclusion

• Champion organ