HR Business Partner

Job Type:

HR Business Partner

Overview of RAND

RAND staff are creative, independent thinkers with intellectual curiosity and a strong interest in making a difference in the world through public policy research. The nearly 1,200 members of RAND's research staff represent nearly every academic field and profession, from engineering and behavioral sciences to medicine and economics. More than half of them hold Ph.D.'s, and most others hold M.A.'s, M.D.'s, or J.D.'s. The many other professionals at RAND have specialized knowledge in several unique fields and are also critical to RAND's success. RAND is committed to multidisciplinary collaboration, which has been its hallmark since its earliest days.

• RAND seeks a Human Resources Business Partner to join our team, someone with a history of success in partnering across RAND to create an inclusive environment and who is interested in helping to shape the future of HR at RAND. If you are passionate about joining an organization focused on making the world a better place and a team committed to attracting and developing world-class talent.

• The HR Business Partner is an integral part of the HR team, offering expertise and ideas to influence day-to-day initiatives as well as lead special projects. The position is part of a collegial team of six HR Business Partners that support RAND staff and leaders across U.S. locations in Washington, DC; Santa Monica, CA; Pittsburgh, PA; and Boston, MA. Responsibilities include organizational design, organizational development, employee relations, employment issues, benefits, compensation, and general employee services, adhering to all employment laws and RAND policies, procedures, guidelines, and practices.

Duties:

The following activities are representative of the major duties, and specific activities may vary depending upon the client group and/or location.

HR Business Partner Support

• Proactively consults with management and staff on HR matters and drives issue resolution; adds value as a partner to client management by identifying opportunities for HR to better support the business needs of the organization; consults with management regarding recruiting, talent management, talent development, and building an inclusive work environment.

• Works closely with hiring managers, supervisors, recruiters, and others during the recruiting process; conducts interviews to evaluate candidate suitability for various positions within the organization; partners with hiring managers on offer formulation.

• Coaches’ managers on addressing workplace and performance issues; supports and/or provides training to clients as necessary; provides HR oversight of compensation administration and decision-making (within guidance) and supports performance review processes; serves as a liaison, as appropriate, for leaves and accommodation issues.

• Provides coordination to the HR team (Compensation, HR Operations, Talent Acquisition, Talent Development, Benefits, and HRIS) on the clients’ behalf. Works across the HR organization to represent the assigned group’s organizational objectives and needs across HR for both long-term and day-to-day issues.

• Assists HR management with identifying and recommending developmental needs for both leaders and staff. Is aware of employee engagement and morale at all levels and makes strategic recommendations for continuous improvement of the employment experience.

Employee Relations

• Conducts thorough investigations as needed into complex and/or sensitive ER issues; works closely with senior HR management and the Office of General Counsel to assess the issue, make recommendations, and follow through with the employee(s) as appropriate. Engages in people development for leaders; people management, matrix staff management, coaching, and performance management.

• Uses surveys, interviews, and other studies to conduct research regarding human resource policies, compensation, and other employment issues. After analyzing the information, makes recommendations on changes.

• Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees; advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances; develops further training as needed.

Special Projects

• Leads and works on special projects and contributes more broadly to RAND and the HR function, potentially in training, professional development, onboarding and orientation, process improvements, etc.

• Ability to travel occasionally (less than 5%).

Qualifications

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