Director, P&C Business Partner

Overview

Who We Are

SAG-AFTRA is the iconic American labor union that represents approximately 160,000 media professionals. SAG-AFTRA employees support our members and thrive on securing the strongest protections by negotiating the best wages, working conditions, health and pension benefits. We preserve and expand members’ work opportunities, vigorously enforce our contracts and protect our members against unauthorized use of their work. ​

Responsibilities

What You’ll Do

Reporting to the Executive Director, People & Culture, the Director-P&C Business Partner  acts as a consultant for assigned business units on all matters related to human resources, labor relations, employee relations, and provides support for organizational changes. The Director - People & Culture Business Partner will perform at a strategic level and will also perform routine work while presenting a professional, value-added representation of the human resources function. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Provide functional expertise in one or more of the following areas: benefits, leave and reasonable accommodation administration (FMLA/ADA), workers compensation, employee onboarding and assimilation, compensation, talent acquisition, talent development, policy compliance, or employee relations.

(This section provides a general summary of the most significant job duties performed. It does not explain in detail every single duty performed.)

• Provide business unit leadership with expert level P&C guidance and support, adhering to applicable laws and complying with applicable CBAs; identify innovative solutions and options to address complex P&C resource management issues. 

• Coach leadership on how to proactively address and resolve performance and behavioral issues by recommending training where gaps exist.

• Manage and resolve employee relations issues through effective, thorough and objective investigations; participate in Labor Management meetings. Recognize when to escalate problems to a higher level, as needed.

• Coach business unit leaders on P&C policies, processes and management issues, including performance management, learning and development, employee inclusion and engagement to promote a culture of continuous growth and development.

• Develop and interpret P&C specific policies, practices and guidelines across the organization and recommend policy changes to support business needs.

• Provide support in the creation and analysis of P&C metrics, identifies trends and areas for opportunity, and assists in developing action plans.

• Assist in annual Workforce Planning meetings.

• Provide functional expertise in one or more of the following areas: benefits, compensation, talent development, policy compliance, leave and reasonable accommodation administration (FMLA/ADA), talent acquisition, labor relations, or workers compensation.

• Act as a strategic partner in collaboration with business unit leaders to proactively engage and identify people gaps and opportunities, propose changes and facilitate the change processes necessary to mitigate risk.

• Reinforce difficult decisions that align with organizational strategies and values.

• Provide education, training and development support for P&C colleagues, managers, and employees.

• Stay current on P&C trends to develop solutions using current best practices in the field.

• Ensure a strong understanding of laws and regulations to help the company stay in compliance.

• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.

• Provide day-to-day performance management guidance to business units (e.g., coaching, counseling, career development, disciplinary actions).

• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

• Provide P&C policy guidance and interpretation.

• Develop contract terms for new hires, promotions and transfers.

• Provide guidance and input on business unit restructures, workforce planning and succession planning.

• Identify training needs for business units and individual executive coaching needs.

• Participate in evaluation and monit