People Partner

OVERVIEW

A thriving, mission-driven multimedia organization, NPR produces award-winning news, information, and music programming in partnership with hundreds of independent public radio stations across the nation. The NPR audience values information, creativity, curiosity, and social responsibility – and our employees do too. We are innovators and leaders in diverse fields, from journalism and digital media to IT and development. Every day, our employees and member stations touch the lives of millions worldwide. 

Across our organization, we’re building a workplace where collaboration is essential, diverse voices are heard, and inclusion is the key to our success. We are committed to doing the right thing in our journalism and in every role at NPR. This means that integrity, adherence to our ethical standards, and compliance with legal obligations are fundamental responsibilities for every employee at NPR.

Intro to Position

The People Partner is a strategic and hands-on business partner responsible for aligning people strategies with business objectives. This role will serve as a trusted advisor to senior leaders and managers, providing expertise and guidance on a wide range of HR matters, including organizational design, talent management, employee relations, performance management, change management, and workforce planning. The ideal candidate will be a proactive, data-driven problem solver with a deep understanding of business operations and a passion for creating a positive and high-performing culture.

Responsibilities

Strategic Partnership & Coaching 

• Serve as a People advisor, coach, and partner to the leadership teams of assigned client groups.
• Develop an in-depth understanding of each department by understanding the work and participating in executive and other business leadership meetings. 
• Provide coaching and development to people managers to strengthen management’s leadership capabilities.
• Educate managers on delivering effective feedback that results in increased performance and team engagement.
• Provide guidance on workforce planning, restructures, organizational design, and succession planning. 
• Use data and metrics to assess organizational health, identify trends, and inform people-related decisions.

Employee Engagement & Relations

• Cultivate a positive and inclusive work environment by partnering with department leaders to improve team relationships, morale, productivity, and retention.
• Handle complex employee relations issues, providing fair, consistent, and legally compliant resolutions.
• Analyze employee engagement data and partner with managers to develop and execute action plans.
• Promote a positive and inclusive work environment, championing company culture and values.
• Communicate change effectively and help employees and managers navigate transitions smoothly.

Cross-Functional Collaboration & Program Execution 

• Develop strong working relationships partnering with People Team colleagues and finance managers to provide seamless People support and guidance to the business, including: Employee and Labor Relations, Talent Management, HRIS, Compensation, and Benefits.
• Closely coordinate with the Talent Acquisition team and hiring managers to create a diverse pipeline of talent.
• Partner with the Total Rewards team to guide compensation decisions - including promotions, merit increases, and benefits - ensuring our practices are competitive, equitable, and aligned with our organization’s philosophy. 
• Lead and/or contribute to organization-wide People Team projects and initiatives.
• Drive operational excellence by ensuring accurate and consistent execution of People Team SOPs and managing all related administrative tasks with precision and care. 
• Stay current on industry trends and best practices in HR.

The above duties and responsibilities are not an exhaustive list of required responsibilities, duties and skills. Other duties may be assigned, and this job description can be modified at any time.

Minimum Qualifications

• Minimum of 4 years of progressive experience in People Operations.
• Ability to develop and maintain strong business relationships at all levels and demonstrated ability to drive initiatives and influence decision makers at all levels. 
• Ability to be proactive, anticipate, and provide alternatives to the business.
• Strong project management skills with an ability to identify and analyze business and organizational needs.
• Willingness and ability to change support levels as required; proven ability to shift between strategic, tactical, and sometimes t