Division Leader - Strategic HR Field Support

Company Description

Join us and make YOUR mark on the World!

Are you interested in joining some of the brightest talent in the world to strengthen the United States’ security? Come join Lawrence Livermore National Laboratory (LLNL) where our employees apply their expertise to create solutions for BIG ideas that make our world a better place.

We are dedicated to fostering a culture that values individuals, talents, partnerships, ideas, experiences, and different perspectives, recognizing their importance to the continued success of the Laboratory’s mission.

Pay Range

$215,670 - $269,940 Yearly at the AMC.3 level

This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting; pay will not be below any applicable local minimum wage.  An employee’s position within the salary range will be based on several factors including, but not limited to, specific competencies, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, and business or organizational needs.

Job Description

We’re looking for a Division Leader (DL) for our Strategic HR Field Support Division.  You will act as a trusted advisor and cultural steward to LLNL senior management in support of strategic HR Business Partners, Organizational Development Consultants and Employee Relations.  You will champion significant change initiatives impacting the workforce such as performance management, compensation and employee relations and act as a trusted advisor and expert in support of a broad range of human resources functions.  You will assess and anticipate HR talent management needs and develop integrated solutions in collaboration with the directorate leadership team and core HR ecosystem.  You will interact with all levels of management and employees to drive organizational development. This position is based within the Human Resources Directorate Office.

This position offers a hybrid schedule, blending in-person and virtual presence. You will have the flexibility to work from home one or more days per week.

You will

• Plan, lead, direct and manage the operations of the Strategic HR Field Support Division, a diverse functional team in the areas of organizational change and design, organizational development, employee relations, strategic planning, succession planning, leadership development, career development, performance management, team effectiveness, and conflict resolution.
• Work independently to identify and lead the division in best practices while working closely with client organizations to provide customized workforce consultation and solutions to meet unique people strategies, organizational issues, and influence support of programs and initiatives.
• Lead the implementation of transformational HR projects to help drive faster adoption, higher utilization of and proficiency with changes such as new performance management program, compensation program and culture survey. Ensure the execution and ongoing monitoring of results for strategic deliverables and enable business requirements in support of the organizational and Laboratory initiatives.
• Solve problems that are diverse and multi-faceted in scope to develop solutions where analysis requires evaluation of multiple factors and criteria. Solve highly complex problems with little precedent that often cross areas/organizations through the development of new approaches and techniques while establishing and maintaining effective partnership across the Laboratory.
• Use in-depth knowledge of own area and general knowledge of related areas, interpret and apply concepts and techniques; analyzes data and collaborates with others in developing recommendations and actions to highly complex problems internally. Coordinate and respond to various institutional-related requests including institutional business practices, outdated methodology, exceptions to policy, etc.
• Participate in HR's strategic planning process, formulating organizational goals and objectives, including the development of marketing strategies for HR programs and services.
• Manage the division budget in collaboration with the directorate resource analyst and determine appropriate staffing levels to meet deliverables.
• Represent the directorate and/or the Laboratory on Laboratory-wide initiatives, forums, councils, and/or with outside review committees or agencies (external sponsors, site office and DOE HDQ) in functional areas.
• Make decisions regarding guidelines, policies, procedures or project parameters affecting work of the department. May plan project activities for self and others and may oversee schedules. May also be designated as a technical lead or working supervisor for a group of non-exempt and exempt emp