Director of HR Partners

Overview

NRDC is a non-profit environmental advocacy organization. We use law, science, and the support of 3.1 million members and online activists to protect the planet's wildlife and wild places and to ensure the rights of all people to clean air, clean water, and healthy communities. NRDC was founded in 1970 and our people helped write some of America's bedrock environmental laws, including the Clean Water Act and many of the implementing regulations. Today, our team of more than 700 lawyers, scientists, economists, policy advocates, communications experts, and others work across the United States and the globe from our offices in Bozeman, Montana; Chicago; New York; San Francisco; Santa Monica; Washington, D.C.; and Beijing.

NRDC is seeking a Director of Human Resource Partners to work with the Human Resources team in our Washington, DC office.

Position Summary

The Director of HR Partners provides leadership and direction to the HR Partner team, as well as strategic HR consulting, tactical HR guidance and support to assigned internal client groups. They work on setting up the HR Partner team to effectively support business priorities, drive values, and deliver business results.

The Director of HR Partners collaborates with leaders of the HR Centers of Excellence to lead the Partner team in proactively addressing client needs in the areas of talent acquisition, talent management, employee relations, communications, and compensation.

The Director of HR Partners leads and carries out responsibilities in several functional areas of HR, including workforce planning, organizational design, talent management, employee relations, and policy interpretation / application.  The Director of HR partners will serve as a member of the extended HR leadership team. As such this individual will also work with HR leadership to plan and execute long term HR strategy and drive organizational initiatives.

Responsibilities

• Provides leadership and direction to the HR Partner team, including setting team goals and priorities, clarifying performance expectations, providing coaching, feedback and support to team members, and actively managing performance

• Ensures that the HR Partner team provides the highest level of client service and consistent messaging to clients around HR initiatives, policies, topics, and frequently-asked-questions.

• Collaborates with HR COE leaders to lead the HR Partner team in addressing organization-wide concerns and needs

• Ensures that the processes, procedures, roles and responsibilities of the HR Partner team are effective, efficient, and clear.

• Serves as a Senior HR Partner for assigned areas, including:

  • Provides strategic guidance and tactical support to leaders on talent-related initiatives, including business unit restructures, workforce planning and succession planning; incorporates change management guidance and principles into work plans
  • Identifies training and development needs for client groups and individual leaders; partners with Talent Management SMEs to develop, implement, and measure solutions aligned to business objectives
  • Communicates with and educates clients -- both managers and team members -- on HR activities, processes, policies, and practices, ensuring that clients are well-informed of all HR initiatives. Communicates feedback, themes, learnings, and recommendations from clients back to the HR team
  • Provides day-to-day performance management guidance to managers, including coaching, mentoring, counseling, career development, and disciplinary actions
  • Leads and or supports rollout of annual HR cycle deliverables within client groups, including performance management, goal setting, and annual recognition
  • Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations in collaboration with the Employee Relations & Compliance Director
  • Collaborates with clients to understand their needs and partners with other HR SME’s including Talent Management, Talent Acquisition, Analytics, Compensation, and Communications to customize solutions
  • Analyzes trends and metrics to gain insights and makes proactive recommendations to improve HR solutions
  • Leads or serves as a key contributor to organization-wide HR projects, including proactive, comprehensive project and stakeholder management
  • Directly manages HR Generalists and Coordinator, including day-to-day performance management, coaching, feedback, and development
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance, partnering with the Employee Relations & Compliance Director as needed

• Is passionate about NRDC’s mission

• Completes other duties as assigned

• Travels to NRDC offices as needed

Qualifications

• At least 10 years of progressive HR professional experience in several functional areas of HR, including strategic partnership, workforce planning, organizational design, talent management, employee relations, DEI, and policy administration. Experience in compensation is strongly preferred
• Experience successfully leading and executing HR projects is required
• Experience successfully managing team members
• Strong and broad knowledge of multiple human resource disciplines, including talent management, employee relations, compensation practices, organizational design, DEI, performance management, and federal and state employment laws
• Experience successfully serving as a strategic and tactical partner to executives and managers
• Bachelor’s degree in a related field required, or equivalent combination of education and experience
• SHRM Senior Certified Professional (SHRM-SCP) or HRCI Senior Professional in Human Resources (SPHR) credential is strongly preferred
• Experience successfully managing, coaching and developing executives and employees

Key Competencies

• Proven client management skills and business acumen
• Strong interpersonal, relationship-building, diplomacy, and negotiation skills with the ability to empathize with others
• Excellent communication skills, including verbal, written, and presentation
• A strategic thinker who also has a strong commitment to quality and attention to detail
• A willingness to roll up your sleeves and dig in
• Ability to thrive in an ambiguous and rapidly changing environment
• Demonstrated project management and organizational skills
• Strong analytical and problem-solving skills
• Excellent time management skills with a proven ability to handle competing priorities and meet deadlines
• Proven ability to effectively coach employees and management through complex issues
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
• Understanding of and ability to use different HR analytics techniques, including how to read and interpret complex data, familiarity with qualitative and quantitative data collection methods, and how to track relevant metrics and KPIs
• Proven acuity in MS office suite, with strength in Power Point, Word, and Excel
• Proficiency in using HRIS to increase efficiency and drive business results

NRDC is committed to advancing diversity, equity, and inclusion, both in our work and in our workplace. We believe that celebrating and actively welcoming diverse voices and perspectives is essential to solving the planet's most pressing environmental problems, and we encourage applications from candidates whose identities have been historically under-represented in the environmental movement.

We are an equal opportunity employer and do not discriminate in hiring or employment on the basis of race, color, religion, gender, gender identity or expression, marital status, sexual orientation, national origin, citizenship, age, disability, veteran status, or any other characteristic protected by federal, state, or local law. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

We offer competitive salaries, excellent benefits, and a supportive working environment. Salary is based on a nonprofit scale and is commensurate with skills and experience. For this position, the salary is $165,000 to $185,000. Internal equity considerations will be reviewed before making a final offer.

Since March 2020, NRDC’s offices have been closed due to the COVID-19 pandemic. You will be associated with one of our offices, but until circumstances allow us to re-open, we will continue to support NRDCers with remote working arrangements.

As a science-based organization, NRDC aims to do our part to help contain the COVID-19 public health crisis. For the sake of health, safety, and equity, we ask that people be vaccinated unless they have an approved medical or religious accommodation or other exemption in accordance with state and local law. We consider a person to be vaccinated two weeks after receiving one full course of a CDC-approved vaccine. In accordance with state or local law, new hires will be asked to attest to vaccination, those wishing to do so may request medical or religious accommodations or other exemptions via NRDC Employee Relations. NRDC treats all vaccine-related data confidentially, in keeping with local, state, and federal laws.

To apply, visit www.nrdc.org/careers and upload your résumé and cover letter. Please mention where you saw this posting and upload any additional materials that showcase your abilities. Due to the high volume of applications, we will contact only those candidates we would like to interview. Please no phone calls, emails, or in-person résumé drop-offs.

If you experience technical problems while applying or if you are a person with a disability and need assistance applying online, please reach out to iCIMS Customer Care at 1-800-889-4422.

For more about NRDC, visit www.nrdc.org.

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