Senior HR Strategy Partner (HRSP)

Senior HR Strategy Partner (HRSP) Lawrence Berkeley National Laboratory is hiring a Senior HR Strategy Partner (HRSP) within the Human Resources Division. This role provides senior-level strategic and tactical HR consultation to leaders and employees within assigned lab divisions or scientific areas. The HRSP anticipates challenges, diagnoses complex people issues, and leads HR initiatives that advance organizational effectiveness across workforce planning, talent acquisition, performance management, employee and labor relations, engagement, and talent development. Serving as the primary relationship manager for the client group, the HRSP partners closely with Lab Division Directors and leaders to design and deliver integrated, compliant, and scalable people solutions. Operating with a high degree of autonomy, this role exercises sound judgment within broadly defined policies to select appropriate approaches and deliver results aligned with organizational objectives. Success in this role requires strong business acumen, the ability to build trusted relationships with leaders, and the capability to translate complex organizational needs into practical and scalable people solutions. Benefits Exceptional health and retirement benefits, including pension or 401K-style plans A culture where you’ll belong – we are invested in our teams! In addition to accruing vacation and sick time, we also have a Winter Holiday Shutdown every year. Parental bonding leave (for both mothers and fathers) Pet insurance Location & Work Environment This role is based onsite at Lawrence Berkeley National Laboratory in Berkeley, California. Fully remote work arrangements are not available for this position. Berkeley Lab follows a hybrid work model in which employees work onsite a minimum of 2 to 3 days per week, with the opportunity to work remotely on other days, subject to business needs. Key Responsibilities Strategic Workforce Planning & Talent Development – Build strong relationships with division leaders and HR functional teams to advise on workforce planning, restructuring, and staffing strategies aligned with mission and goals. Support talent review, succession planning, and long‑term capability building. Collaborate with Talent Acquisition and other stakeholders to ensure hiring aligns with business needs and future skill demands. Performance Management & Coaching – Coach and advise managers on goal setting, performance feedback, and managing employee performance. 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 – In partnership with Talent Acquisition, advise on recruitment strategies 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. Required Qualifications 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. Experience partnering with senior leaders to influence organizational design, workforce strategy, and complex people decisions. 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 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 Skills / Knowledge 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. Additional Information Appointment type: This is a full‑time career appointment, exempt (monthly paid) from overtime pay. Salary range: The budgeted salary for this position is $136,000 – $175,000. Salary will be commensurate with the final candidate’s qualification and experience, including skills, knowledge, relevant education, certifications, and aligned with the internal peer group. 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 is eligible for a hybrid work schedule – a combination of teleworking and performing work onsite at Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA a minimum of two (2) days per week. Additional onsite presence may be required based on business needs, including team meetings, in‑person events, or client‑facing activities. The ability to flex work location in response to operational and stakeholder needs is an essential aspect of this role. Individuals working a hybrid schedule must reside within 150 miles of Berkeley Lab. A REAL ID or other acceptable form of identification is required to access Berkeley Lab sites (for more information click here). 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. #J-18808-Ljbffr