Job Summary: We are seeking a Human Resources Business Partner (HRBP) to provide comprehensive client support to multiple small groups, maintaining regular communication with staff and leaders, including supervisors and managers within the client groups. This role takes charge of collecting, coordinating, and contributing to solutions for various people-related activities, actively engaging stakeholders and leveraging HR expertise to drive organizational effectiveness and build trust.

The HR Business partner will support the Data Collection Staff (DCS) in the Social, Statistical, and Environmental Sciences (SSES) business unit.

Social, Statistical and Environmental Sciences (SSES) performs a wide range of research and technical services focused on important public policy issues in health, environment, education, criminal justice, and social welfare. Over 3,000 staff support more than 1,000 projects each year. SSES is passionate about Improving the Human Condition, and believe Equity, Diversity, Inclusion, and Belonging is very important.

Responsibilities:

• Build Trust and Open Communication: Foster trust and maintain regular contact with employees and managers, promoting open communication and sharing ideas and concerns. Establish contacts across HR to collect, coordinate, and contribute to solutions. Regularly interact with management within RTI.
• Exhibit Business Awareness, Curiosity, and Passion: Show genuine interest in the business, pose insightful questions, and comprehend organizational goals and challenges. Demonstrate curiosity and passion about the business and ask questions to deepen own understanding. Have a broad awareness of business themes and represent the RTI values and Employer Value Proposition (EVP). Integrate external and internal best practices to find better solutions.
• Convert Business Needs into Action: Apply business acumen and HR expertise to implement agile and practical strategies for people and workforce-related initiatives within assigned client group. Translate business needs into action and address workforce issues.
• Enhance Talent and Organizational Success: Collaborate with managers to implement company-wide People programs and initiatives, including workforce planning, talent management, succession planning, talent development, salary reviews, and change management. Support company-wide programs and initiatives in client group(s). Optimize overall organizational success and retain top talent.
• Assess Skills and Gaps: Identify people-related challenges and skill gaps that impact business plans. Collaborate with managers to enable the skills, competencies, and potential of team members. Support managers in identifying high potential employees and designing personalized development plans.
• Resolve Employee Relations Issues: Employ a systematic approach to address HR matters and resolve employee relations issues. Consult with employees and managers to address the root causes of human resources issues.
• Mediate difficult employee relations and/or interactions as a neutral party, partnering closely with the Employee Relations Center and legal counsel.
• Embrace Best Practices: Emphasize the importance of diverse perspectives. Assimilate both internal and external best practices. Take initiative to discuss work with others as needed. Execute Strategic Initiatives: Foster collaboration with midlevel managers to execute strategic initiatives. Participate in implementing strategic actions and assist in the development of strategic goals.
• Contribute to HR Processes and Platforms: Support the development and implementation of HR processes and platforms tailored to meet specific business needs. Contribute to key HR processes and platforms to address specific business needs.
• Distribute Business Unit-wide Messages and Policies: Ensure communication of business unit-wide messages and policies to employees and managers, ensuring alignment with management’s review
• Participate in Change Activities: Engage in change-related activities, supported by business managers and broader HR team (including COE specialists), to meet evolving business needs and facilitate smooth transitions. Assist with the implementation of the change plan. Support the onboarding for participants to the change and outline effective ways of working.
• Implement Corporate Policies: Collaborate with management to implement and communicate corporate policies related to HR, organizational development, and employee practices. Execute Solutions: Implement HR solutions developed in collaboration with HR Centers of Excellence (COE).
• Articulate Deliverables and Timelines: Clearly communicate deliverables and timelines. Seek out HR COE resources and expert help. Articulate deliverables and timelines and leverage HR COE resources when needed.
• Collaborate with HR Colleagues: Foster collaboration and knowledge sharing across HR functions. Connect with HR colleagues across the functions. Address and resolve cross-team issues. Settle disputes internal to HR on policy and practice decisions.
• Communicate & Escalate to Management: Review HR activities, risks, recommendations, and decisions with management, seeking guidance and approvals as required. Regularly communicate significant employee issues to management. Consult with management on decisions that impact the business and HR methodologies and gain consensus prior to communication with the client. Escalate conflicts among stakeholders and settle disputes. Supports the identification of people issues and capability gaps in delivering business plans.

Qualifications:

Job Requirements are a combination of qualifications and related experience.

• Bachelor’s Degree and 8 years of experience, Master’s degree and 6 years of experience, PhD and 1 years of experience, or equivalent combination of education and experience.

Skills and Abilities: 
• Bachelor’s degree and experience in relevant field (E.g., Human Resources, Business Administration, or a related field).
• Advanced degree or certifications a plus.
• Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving.
• Excellent interpersonal skills and a collaborative mindset for building strong relationships and effective teamwork.
• Ability to listen and communicate well both verbally and in writing.
• Ability to work collaboratively in a team environment and build strong relationships.
• Demonstrated ability to be flexible and adaptable in a dynamic work environment.
• Ability to prioritize multiple tasks.
• Ability to work independently.
• Attention to detail and accuracy.
• Solid understanding of and working experience with HRIS system and Microsoft Office products.
• Ability to obtain proper security clearances as noted by contracts.
• Demonstration of the RTI Values and Lead Forward behaviors by all employees is critical to the Institute’s success.
• Behaviors associated with our Values and Lead Forward can been found on RTI Insider and Careers page.

Level of Education: Bachelor Degree

Work Hours: 8

Experience in Months: 96