Senior HR Strategy Partner

Lawrence Berkeley National Lab’s (LBNL) Human Resource Division has an opening for a full time, Senior HR Business Partner (6 month term appointment), to join the team. There is possibility of extension or conversion to Career appointment based upon satisfactory job performance, continuing availability of funds and ongoing operational needs.

In this exciting role, you will deliver a full spectrum of both strategic and tactical HR support and consultation to employees and leaders within assigned lab divisions or scientific areas. You will provide expertise and anticipate challenges, diagnose problems, and lead HR programs that have a direct impact on the success of the organization in the areas of workforce planning, recruitment, employee engagement, performance management, employee & labor relations, and talent development. This role serves as the client relationship manager between the client group and the other functions within HR and frequently partners with other areas of HR when designing and rolling out solutions and ensures a seamless customer experience for all levels of the organization.  

The Sr. HR Strategy Partner has broad, wide-ranging and high-level experience working as a strategic HR professional and partners with a Lab Division Director or similar level leader and their teams to resolve business needs in creative and effective ways using complex HR concepts in accordance with organizational objectives. The Sr. HR Strategy Partner exercises judgment within broadly defined practices and policies in selecting methods, techniques and evaluation criteria for obtaining results and work is accomplished without considerable direction.

What You Will Do:

• Strategic Workforce Planning & Talent Development
  Build strong relationships with leaders and HR teams to advise on workforce planning, staffing, and restructuring aligned with organizational goals. Support talent reviews, succession planning, and long-term capability development. Collaborate with Talent Acquisition to align hiring with current and future skill needs.

• Performance Management & Coaching
  Coach managers on goal setting, feedback, and performance management. Guide development planning and apply coaching methods to strengthen leadership, team dynamics, and individual growth. Ensure effective use of performance management tools and processes.

• Employee & Labor Relations
  Partner with Employee & Labor Relations on performance issues, conflict resolution, and corrective actions. Support labor-management activities, policy compliance, and collective bargaining agreements. Lead or assist with investigations and act as an escalation point for complex or crisis-related matters.

• People Analytics & OKRs
  Provide workforce insights to inform decision-making and track OKR progress. Monitor key HR metrics and translate data into actionable strategies. Ensure alignment between HR efforts and organizational goals using data-driven approaches.

• Compensation & Retention
  Advise on compensation, promotions, equity adjustments, and job audits to ensure alignment with pay structures and retention goals. Support annual compensation cycles and strategic internal movement.

• Organizational Development & Change Management
  Partner with leaders to design people strategies that support long-term goals. Assess development needs, lead training sessions, and facilitate leadership development. Support change efforts including restructuring and role clarity.

• Talent Acquisition & Employer Branding
  Advise on recruitment strategies and collaborate with Talent Acquisition to attract top talent, enhance hiring practices, and improve candidate experience.

• Leadership Consulting & HR Strategy
  Serve as a trusted advisor on team design, engagement, and people strategy. Provide insights to improve organizational health, team performance, and decision-making.

• Employee Engagement & Experience
  Promote a culture aligned with the Lab’s mission. Identify employee sentiment trends and advise on engagement efforts. Connect staff to development and well-being resources.

• HR Navigation & Operational Support
  Act as the primary HR liaison for division staff, connecting them to central HR services and ensuring smooth execution of programs and policies.

   

What is Required:

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field; or equivalent work experience.

• Minimum of 8 years of progressive HR experience, with at least 3 years operating in a consultative HRBP or equivalent strategic HR role.

• Proven experience translating business goals into effective people strategies and influencing senior leaders through data, insights, and business acumen.

• Demonstrated capability in solving complex HR challenges using judgment, creative problem-solving, and in-depth evaluation of data and organizational dynamics.

• Strong knowledge of federal, state, and employment laws; experience supporting both unionized and non-unionized environments is preferred.

• Experience navigating and resolving complex employee relations issues, including performance concerns, conflict mediation, and compliance-related matters.

• Deep understanding of performance management, organizational development, succession planning, and workforce planning.

• Excellent interpersonal and communication skills with an ability to influence and build trust across levels (strategic, operational, and tactical) and disciplines. Ability to build strong working relationships, trust and respect with management, co-workers, internal customers, and vendors/service providers.

• Demonstrated experience facilitating workshops or leadership development engagements or events.

• Proven coaching skills, with the ability to support leaders at all levels.

• High proficiency in using HRIS platforms and Microsoft Office (Excel, Word, PowerPoint); experience with data visualization or workforce analytics tools is a plus.

• Working knowledge of Objectives and Key Results (OKRs) or similar goal-setting frameworks; ability to guide others in aligning goals with broader organizational strategy.

• Ability to manage ambiguity and work autonomously within a rapidly evolving environment.

• Comfort with using and interpreting people analytics to guide business decisions.

• Excellent technical skills including basic familiarity with AI applications and openness to exploring emerging technologies that support the employee experience.

Desired Qualifications:

• Knowledge of HR Systems such as PeopleSoft, Oracle HCM

• Proficiency in using Google Workspace Tools

• Experience working in a union environment including supporting collective bargaining efforts with demonstrated ability to interpret/apply provisions of collective bargaining agreements to human resources actions.

• SPHR, SHRM-SCP or other HR certifications.

Notes:

• This is a full time, 6 months, term appointment with the possibility of extension or conversion to Career appointment based upon satisfactory job performance, continuing availability of funds and ongoing operational needs.

• The full salary range of this position is between $118,272 to $199,608 per year and is expected to pay between a targeted range of $133,068 to $162,636 per year depending upon candidates' full skills, knowledge, and abilities, including education, certifications, and years of experience.

• 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.

• A REAL ID or other acceptable form of identification is required to access Berkeley Lab sites.

• Work will be primarily performed at: Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA.

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

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.

Berkeley Lab is a University of California employer. It is the policy of the University of California to undertake affirmative action and anti-discrimination efforts, consistent with its obligations as a Federal and State contractor.

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.