HR Deputy, People and Talent Strategies

Lawrence Berkeley National Laboratory is hiring a HR Deputy, People and Talent Strategies within the Human Resources division. This position will report directly to the Chief HR Officer, serving as a key member of the HR Leadership Team. 

This role combines high-level strategic oversight of the HR Division’s People and Talent Strategies and functional leadership of the Talent Strategies Center of Expertise. The incumbent will drive organizational performance through innovative HR programs while ensuring that the execution of talent strategies aligns with the institution’s mission and strategic goals. 

As a senior HR leader, the HR Deputy will collaborate with the HR Leadership Team and organizational leaders to oversee and ensure HR strategies that support the Laboratory's mission, with an emphasis on People Stewardship and culture, including recruitment, retention, workforce planning, and change leadership.

About Berkeley Lab:

Berkeley Lab is a U.S. Department of Energy national laboratory managed by the University of California and designated a Federally Funded Research and Development Center (FFRDC). The Laboratory conducts groundbreaking research focused on discovery science and solutions for abundant and reliable energy supplies. The lab’s expertise spans materials, chemistry, physics, biology, earth and environmental science, mathematics, and computing. Researchers from around the world rely on the lab’s world-class scientific facilities for their own pioneering research. Founded in 1931 on the belief that the biggest problems are best addressed by teams, Berkeley Lab and its scientists have been recognized with 17 Nobel Prizes. “Team Science” remains an integral part of Berkeley Lab’s DNA, where research is carried out across multiple scientific disciplines.

Berkeley Lab has a dynamic workforce of 4,000 employees and an annual operating budget of approximately $1.3 billion. The University of California (UC) manages Berkeley Lab for DOE’s Office of Science. About 95% of the Laboratory’s funding comes from federal and state taxpayers, which highlights the importance of stewardship and trust with the public.

Key responsibilities:

HR Division Deputy (Strategic Oversight & Execution of People and Talent Strategies)

• Leadership in HR Strategy Execution:
  • Provide strategic leadership in the execution of People and Talent Strategies, ensuring alignment of HR programs and initiatives with both short- and long-term institutional goals. Collaborate with the Chief HR Officer and HR Leadership Team to define goals and ensure they are met across all People and Talent initiatives. Manage key internal and external relationships to advance these priorities.
  • Partner with HR functional leaders to oversee HR programs and policies, set measurable goals across recruitment, retention, workforce planning, and change leadership, ensuring accountability, alignment with organizational needs and business strategies, and adherence to compliance and quality standards in support of the Laboratory's People Stewardship priorities.
• Oversight of HR Division Initiatives:
  • Make strategic decisions that impact the direction and outcomes of HR efforts across the institution.
  • Lead cross-functional collaboration with HR teams and leadership to design and implement HR initiatives that drive organizational effectiveness and meet the evolving needs of the Laboratory.
• Risk Management, Assurance & Leadership:
  • Contribute to the development and implementation of HR policies and programs in response to emerging organizational needs, regulatory changes, and industry trends. Identify areas of risk, proposing and executing mitigation strategies to minimize compliance and risks.
  • Utilize an in-depth understanding of the organizational landscape to influence policy decisions, ensuring compliance while promoting innovative HR solutions.
  • Provide leadership toward identification and mitigation of key risks and adherence to contract assurance obligations and requirements.

Talent Strategies, Programs, and Services Leader

• Team Leadership & Development:
  • Lead and manage the Talent Strategies, Programs & Services Center of Expertise, encompassing talent acquisition and outreach, learning & development, and people programs including Performance Management, Employee Experience & Engagement, Flexible Work, Tuition Assistance, and Change Management.
  • Mentor and provide strategic direction and leadership to the Talent Strategies team, ensuring alignment with the organization’s People Stewardship principles and talent goals while driving continuous improvement in team performance.
• Talent Acquisition & Workforce Development:
  • Oversee the development and implementation of recruitment strategies and the employee value proposition (EVP) to attract, retain, and develop top talent. Foster a culture of talent excellence aligned with the Laboratory's Stewardship principles and goals.
• Program Design & Strategy Execution:
  • Lead the design and execution of comprehensive talent management programs and initiatives, such as workforce development, professional and leadership development, internal mobility, and succession planning, ensuring alignment with business strategies and the laboratory’s long-term priorities.
  • Spearhead initiatives aimed at developing a high-performance culture, including performance management processes, career development and career paths, leadership development, flexible work programs, wellness, and employee experience programs.
• Continuous Improvement & Performance Metrics:
  • Use data and key performance indicators (KPIs) to measure the impact of talent strategies and adjust programs as necessary to ensure optimal outcomes for employee performance, engagement, and retention.
  • Collaborate with leadership to assess talent gaps and inform future workforce and hiring priorities.
• Stakeholder Engagement & Organizational Alignment:
  • Build strong relationships with key stakeholders to align talent strategies with organizational priorities. 
  • Provide expert advice to senior leadership on issues related to talent management, organizational change, and workforce development.
  • Drive initiatives that ensure a seamless integration of talent strategies across the organization, promoting collaboration and a unified approach to talent management.

Required qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field or equivalent training and experience and a minimum of 12 years of relevant experience or an equivalent combination of education and experience.
• Significant background in directing various HR functions, which involves establishing targets, overseeing performance, and fulfilling organizational aims, alongside experience managing high-level teams in a Center of Expertise or a comparable framework.
• Proven experience leading organizational culture and talent management programs and initiatives, such as talent acquisition, learning and organizational development, workforce development, wellness and well being, performance management, etc. 
• Demonstrated ability to lead and influence across diverse functional areas, translating strategic goals into actionable HR initiatives that drive both short- and long-term people and talent strategies in alignment with the organization's overall mission. 
• Advanced problem-solving capabilities, with a focus on abstract concepts and intangible variables. Provide strategic direction on complex HR issues that affect multiple functional areas and organizational goals.
• Strong decision-making ability in high-stakes situations, ensuring that all talent strategies are executed with precision and aligned with business objectives.
• Proven ability to collaborate effectively with leadership, peers, and functional staff — influencing decisions that affect both day-to-day operations and long-term HR strategy, and managing relationships with internal and external stakeholders to ensure alignment and consensus on key initiatives.
• In-depth knowledge of talent management practices, including recruitment, retention, performance management, professional and leadership development, change management, and succession planning. Ability to innovate and implement new strategies to drive continuous improvement in these areas.
• Strong analytical skills, with the ability to use data to inform decision-making, track program effectiveness, and ensure the alignment of talent strategies with organizational priorities.
• Excellent verbal and written communication skills, with the ability to tailor messaging for diverse audiences from C-suite to staff, ensuring clarity and alignment on HR strategies and initiatives.
• Strong judgment and discretion in managing sensitive and confidential HR matters, with the ability to navigate complex, high-risk situations and an understanding of the long-term impact of talent decisions on organizational success.
• Expertise in driving organizational change through proven change management techniques to successfully implement new HR strategies and ensure alignment across the institution.
• A forward-looking orientation that consistently brings new concepts and innovative practices to talent management, keeping the organization ahead of industry trends.

Application Guidelines:

• Please submit your CV and letter of interest by May 24, 2026, for priority consideration. 
• In the cover letter, please highlight (i) your interest in the position, (ii) relevant organizational leadership experience, and (iii) most notable accomplishments. 

Additional information:

• Appointment type: This is a full-time career appointment, exempt (monthly paid) from overtime pay. The HR Deputy position is appointed by and serves at the discretion of the Laboratory Director, and this appointment is at will and may be terminated at any time with or without cause. 
• Salary range: This position is expected to pay $250,000 to $285,000 annually; salary will be commensurate with the final candidate’s qualification and experience, including skills, knowledge, relevant education, certifications, as well as aligned with the internal leadership peer group. It is not typical for an individual to be offered a salary at or near the top of the range for a position.
• Background check: This position is subject to a background check. Any convictions will be evaluated to determine if they directly relate to the responsibilities and requirements of the position. Having a conviction history will not automatically disqualify an applicant from being considered for employment.
• Work Modality: This position requires on-site presence a minimum of 3 days/week at Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA, with occasional business travel.

Learn About Us:

Want to learn more about working at Berkeley Lab? Please visit: careers.lbl.gov

Working at Berkeley Lab

The University of California Office of National Laboratories

Equal Employment Opportunity Employer: The foundation of Berkeley Lab is our Stewardship Values: Team Science, Service, Trust, Innovation, and Respect; and we strive to build community with these shared values and commitments. Berkeley Lab is an Equal Opportunity Employer. We heartily welcome applications from all who could contribute to the Lab's mission of leading scientific discovery, excellence, and professionalism. In support of our rich global community, all qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories under State and Federal law.

Misconduct Disclosure Requirement: As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.