Senior Human Resources Business Partner

Location
Portland, OR, US
Salary
Competitive
Posted
Oct 14, 2020
Ref
867
Description
Senior Human Resources Business Partner

About this role...

As a NWEA Senior Human Resources Business Partner (HRBP ) , you will be responsible for helping NWEA align business objectives with the people doing the work by prov iding strategic workforce design guidance, manager and staff coaching, full-cycle strategic HR support, and access to related services and resources . In partnership with managers and other HR team members and by using a consultative approach, you will proactively seek to de velop integrated solutions to people and business-related issues. As a successful HR Partner , you will model and help operationalize our organizational values , understand our busi ness and culture, be an agent for change , and support and demonstrate DEIA principles in daily practices and efforts . At the senior level, this role is expected to operate with a deeper and broader sense of the business, understand and apply metrics to solve complex business issues, engage in strategic workforce planning and in the creation of both short and long-term talent plans. For this role, you may work remotely but you must be familiar with Oregon Labor and Employment law.
Your next challenge...
  • Co nnects and communicates regular meeting cadence with assigned business teams , in order to fully understand and support (and where necessary, challenge) their business and people goals and strategies
  • Consults w ith managers and staff , with focus on root cause analysis , and providing insights and guidance (in addition to data)
  • Analyzes trends and metrics in partnership with the HR team to develop solutions, programs and policies
  • Manages and resolves complex employee relations issues , while teaching and empowering leaders in the process
  • Provides performance management guidance to managers and staff (e.g., coaching, counseling, career development, competency identification, etc. )
  • Works closely and regularly with management and employees on ways to improve engag e ment , build morale, and increase productivity /efficiency and retention
  • Sells the value of our Total Rewards (compensation, benefits, recognition & rewards , Learning & Development ) and promotes understanding and access to both
  • Provides guidance and input on team design , workforce planning , and succession planning
  • Identifies training needs for teams and individual executive coaching needs and supports implementation of applicable resources ; supports the design and deliver y of training programs and supports integration of learning
  • A ctively and urgently supports our commitment to diversity, equity, inclusion , and accessibility ( DEIA) through the appropriate application of our hiring, compensatio n developmental /promotional programs and through coaching , individualized and systemic retention efforts, via collaboration with DEIA leaders, and by modeling related behaviors /values
  • Actively models and operationalizes our organizational and team values and behaviors
  • Actively contributes to the success of the HR team , by collaborating on HR team projects and communications, by participating in team goal setting, and by helping create or improve processes and systems
  • Provides HR policy guidance and interpretation
  • Maintains 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
  • M anage s , lead s , or help s administer assigned HR functions or areas, Centers of Excellence, or subject matter expertise, such as Compensation, Benefits, Workers Comp ensation , Leaves of Absence, DEIA, Compliance , Safety or Risk Mitigation programs, HR Policies, Onboarding and Offboarding, etc.
  • Performs other duties as assigned to ensure the success of the team and the entire organization
Skills , A bilities , and C ompetencies ...

  • Model s organizational values
  • Maintain s and monitor self-awareness, mitig ate personal biases, and uphold commitment to consider intent and impact in all situations
  • Advanced interpretation/ utilization of complex data and ability to extract core information for issue mana gement and process improvements
  • Advanced a gile HR mindset - includes o rientation towards individuals, interactions and employee experience over processes and tools
  • Prioritized f ocus on 'doing the right things' over just 'doing things right'
  • Ability to demonstrate and coach on a 'both/and' vs. binary mindset where appropriate
  • Demonstrated discretion and confidentiality
  • Ability to proactively work independently as well as a contributing team member
  • Advanced mastery of MS Excel, Word, PowerPoint and other software tools to facilitate HR services delivery
  • Advanced e xperience and skill in conducting strategic workforce planning and developing comprehensive Talent Plans (and in applying business acumen and org design understanding in orchestrating complex org changes)
  • Advanced experience and skill in managing complex ER issues
  • Deep capacity to handle multiple, complex and time sensitive projects and issues
  • Advanced skill and experience in providing training related to Performance Management , Talent calibration, Competency integration and even OD work (such as transition management, conflict resolution, etc.)
  • Intermediate understanding and practical application of compensation philosophy and principles; ability to do comp analysis work when necessary
  • Intermediate understanding and practical application of Talent Acquisition philosophy and practices; ability to recruit and onboard when necessary
  • Advanced experience utilizing business and people metrics; ability to use influence to introduce and leverage these metrics with teams who do not currently use them
  • Ability to communicate and present at an executive level ; excellent mediation skills and high EQ
  • Must be familiar with Oregon Labor and Employment law
Required Competencies - (in greater detail):
  • Customer f ocus : Builds strong customer relationships and delivers customer-centric solutions .
  • D rives r esults : Consistently achieves results, even under tough circumstances.
  • Manages c omplexity : Makes sense of complex, high quantity, and sometimes
  • contradictory information to effectively solve problems.
  • Ensures accountability : Holds self and others accountable to meet commitments.
  • Manages c onflict : Handles conflict situations effectively, with a minimum of noise .
  • Communicates e ffectively : Develops and delivers multi-mode communications that convey a clear understand ing
  • Instills trust : Gains the confidence and trust of others through honesty,
  • integrity, and authenticity
  • Demonstrates self-awareness : Uses a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses
  • Manages ambiguity : Operates effectively, even when things are not certain or the way
  • forward is not clear
  • Situational adaptability : Adapts approach and demeanor in real time to match the shifting
  • demands of different situations.
  • Values d ifferences : Actively seeks out a wide range of details and perspectives, and senses how differences will play out in unique environments
Education and experience ...

  • Minimum b achelor's degree in related field preferred ; or an equivalent combinations of work experience and education will be considered in lieu of a degree
  • Minimum 7 years ' HR work experience with emphasis in strategic HR business partnering through agile lens , in a highly dynamic and changing organization
  • Coursework in Human Resources related areas and/ or PHR /SPHR certification highly desirable

About us...

NWEA® is a research-based, not-for-profit organization that supports students and educators worldwide by creating assessment solutions that precisely measure growth and proficiency-and provide insights to help tailor instruction. For 40 years, NWEA has developed innovative pre-K-12 assessments, including our flagship interim assessment, MAP® Growth™; our progress monitoring and skills mastery tool, MAP® Skills™; and our reading fluency and comprehension assessment, MAP® Reading Fluency™. Educators trust our professional learning offerings to accelerate student learning and our research to support assessment validity and data interpretation. Our tools are trusted by educators in more than 9,500 schools, districts, and education agencies in 145 countries .

What we can offer you...

At NWEA we not only offer a competitive base salary, we offer a 15% contribution of eligible employees' base salary to a defined contribution 403(b) retirement savings plan; career development opportunities; an awesome work culture and environment; we also offer industry leading benefits and perks that are focused on supporting our employees' holistic wellbeing. To learn more about what we can offer more, click here.

NWEA strives to make diversity, equity, inclusion, and accessibility (DEIA) practices the center of our work. Our organization's mission, Partnering to Help All Kids Learn, is the foundation for our DEIA commitment as we work to reflect, value, and support the educators, students, colleagues, and communities we serve. We seek to empower and engage all stakeholders in the research, services, solutions and products we provide, our organizational culture, and the partnerships we establish with schools, districts, states, and countries.

NWEA endeavors to make www.nwea.org accessible to all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please call us at (503) 624-1951 or e-mail us at onlineaccommodations@nwea.org and let us know the nature of your request, your location and your contact information. This is for accommodation requests only and cannot be used to inquire about the status of applications.

NWEA is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. For our EEO Policy Statement, please visit our website. If you'd like more information on your EEO rights under the law, please visit the EEOC website