Director, P&C Business Partner

Overview Who We Are SAG-AFTRA is the iconic American labor union that represents approximately 160,000 media professionals.SAG-AFTRA employees support our members and thrive on securing the strongest protections by negotiating the best wages, working conditions, health and pension benefits. We preserve and expand members’ work opportunities, vigorously enforce our contracts and protect our members against unauthorized use of their work. Responsibilities What You’ll Do Reporting to the Executive Director, People & Culture, the Director, People & Culture Business Partner serves as a strategic advisor and trusted partner to organizational leaders, providing leadership and expertise across the full spectrum of Human Resources in support of assigned business units. This role partners with leaders to develop and implement people strategies that align with organizational objectives while fostering an engaged, high-performing workforce. Operating within a complex, multi-state, unionized environment, the Director P&C Business Partner provides strategic guidance and operational leadership in employee and labor relations, organizational effectiveness, workforce planning, leadership development, performance management, compensation, change management, compliance, investigations, benefits and leave management, employee engagement and other People & Culture initiatives. The Director P&C Business Partner also mentors and develops a team of People & Culture professionals, collaborates with cross-functional partners, and ensures consistent, legally compliant, and business-focused HR practices that support the organization’s mission, culture and long-term success. (This section provides a general summary of the most significant job duties performed. It does not explain in detail every single duty performed.)

ESSENTIAL DUTIES & RESPONSIBILITIES:

Strategic Business Partnership & Organizational Leadership Serve as a strategic advisor and trusted partner to leaders across assigned business units, aligning People & Culture strategies with organizational priorities and business objectives. Partner with leaders to identify workforce needs and develop solutions that enhance organizational performance, employee engagement, and operational effectiveness. Provide strategic guidance on complex people matters while balancing business objectives, employee experience, legal compliance, and collective bargaining obligations. Use workforce data, trends, and analytics to identify opportunities, assess organizational needs, and make informed recommendations to leadership. Ensure People & Culture programs, policies, and practices are implemented consistently while appropriately considering business‑unit needs and applicable legal and labor requirements. Labor & Employee Relations Serve as a senior People & Culture resource in a complex, multi-state unionized environment. Apply extensive knowledge of collective bargaining agreements, labor relations principles, grievance procedures, past practices, and union‑management relationships. Partner with leadership and labor relations professionals on contract interpretation, grievances, disciplinary actions, investigations, and other labor‑related matters. Coach leaders through complex employee relations issues, ensuring consistency, fairness, sound judgment, and timely resolution. Maintain productive and professional relationships with union representatives while appropriately advocating for organizational interests. Partner with Legal and other stakeholders on complex employee and labor matters. Ensure compliance with applicable federal, state, and local employment laws and collective bargaining agreements. Organizational Effectiveness & Change Management Lead organizational design, restructuring, workforce planning, and change management initiatives. Assess organizational effectiveness and recommend improvements to organizational structure, processes, roles, and talent. Coach leaders through organizational change, performance challenges, difficult conversations, and other complex people issues. Help leaders build high‑performing, accountable, and collaborative teams. Identify opportunities to modernize People & Culture programs, systems, and processes to improve organizational effectiveness and the employee experience. Champion innovation, continuous improvement, and operational excellence across the People & Culture function. Talent & Leadership Development Partner with leaders to identify critical talent, succession risks, capability gaps and leadership development opportunities. Drive performance management practices that promote accountability, development, and organizational success. Support succession planning and development of internal talent pipelines. Coach leaders and managers to strengthen leadership effectiveness and people‑management capabilities. Foster a culture of engagement, accountability, inclusion, collaboration, and continuous learning. Team Leadership Coach, mentor, and develop a team of People & Culture professionals. Establish priorities, performance expectations, accountability, and service standards for the team. Foster a collaborative, service‑oriented and high‑performing team culture. Ensure timely, consistent, thoughtful, and high‑quality People & Culture support across the organization. Develop team capability through coaching, knowledge sharing, and continuous learning. Model professionalism, sound judgment, discretion, responsiveness, and partnership. Collaboration & Enterprise Partnership Partner closely with the Executive Director, People & Culture and other People & Culture leaders to execute departmental and organizational strategies. Build strong cross‑functional partnerships with Legal, Finance, Payroll, Learning & Development, Benefits and other organizational stakeholders. Collaborate across the organization to ensure consistent application of People & Culture policies, programs, and practices. #J-18808-Ljbffr SAG-AFTRA