Senior People Partner

Role Description

RMI is searching for a trusted HR advisor to partner with business leaders and the People Team to shape people strategy, drive workforce planning, implement key people programs, and coach leaders to success. As a member of the People Team, you will partner closely with a portfolio of program teams and senior leaders, including Managing Directors and CxOs, to drive people strategy and organizational impact. This high-visibility role offers a unique opportunity to influence change across a mission-driven organization while collaborating closely with People Team colleagues.

• Serve as a strategic People Partner to leaders across an assigned portfolio of programs and departments, with accountability for driving the people agenda and talent strategy.
• Partner with leaders and the People Team to develop and execute people strategies related to performance management, organizational design, change management, employee engagement, and workforce planning.
• Deliver a seamless People Team experience by coordinating and influencing key partners across Talent Acquisition, Total Rewards, People Operations, and Employee Experience to meet business and employee needs.
• Coach and advise leaders to strengthen team effectiveness, leadership capability, and organizational performance.
• Lead annual compensation, performance review, and talent planning processes, while supporting engagement, diversity, equity, and inclusion (DEI) goals and other people-related initiatives.
• Partner with People Team experts to design and implement DEI strategies, programs, metrics, and solutions that advance an inclusive workplace.
• Translate organizational strategy into talent plans by identifying future workforce needs and partnering with leaders to attract, develop, retain, and deploy talent.
• Proactively assess organizational needs and lead change initiatives that align team structures, talent, and capabilities with business priorities.
• Drive long-term organizational and talent strategies, including organizational design, leadership effectiveness, and change management efforts that improve impact and scalability.
• Leverage HR technology and people analytics to identify trends, inform decisions, and proactively address workforce challenges and opportunities.
• Monitor and improve key people metrics, including engagement, retention, diversity, inclusion, learning, and leadership effectiveness.
• Lead workforce planning efforts, partnering with leaders to forecast talent needs and align hiring and talent strategies with organizational objectives.
• Assist as needed with Recruitment.

Qualifications

• 12+ years of progressive Human Resources experience, including workforce planning and serving as an HR Business Partner (HRBP) or in a similar strategic people-facing role.
• Proven track record of supporting international operations with a global workforce.
• Experience navigating highly complex organizational environments.
• Proficiency in organizational design and effectiveness, change management, performance management, total rewards, and compliance.
• A thorough understanding of HR practices, policies, and employment law.
• Adept at data-driven problem-solving, identifying root causes, and garnering leadership support for addressing them.
• Strong interpersonal skills, foster collaboration, and effective coaching.
• Skilled in navigating differences to cultivate inclusive environments and teams.
• Demonstrated ability to manage multiple priorities and cultivate relationships across all levels of an organization.
• Experience in making decisions within ambiguous, fast-paced, and collaborative settings.
• Previous experience with energy/climate-change or mission-driven organizations is advantageous.
• Experience supporting or partnering with recruiting functions, with familiarity in talent acquisition processes and workforce planning strategies.

Benefits

• Medical, dental, vision insurance
• 403b retirement match with immediate vesting
• Group life, AD&D, and short- and long-term disability
• Optional voluntary life, AD&D and accident plans
• Health savings or flexible spending accounts
• Fertility and hormonal health support
• Mental health and wellness support
• Comprehensive leaves of absence (including generous parental leave)
• Generous paid time off and sick leave
• Paid sabbatical leave
• Regional holidays with at least one extended break in each geography
• Work from home and home technology allowances
• Learning & development opportunities (LinkedIn Learning and an annual individual professional development budget)
• Potential for bonuses and merit increases
• Discount marketplace (gym memberships, pet insurance, etc.)
• Hybrid / remote work options
• Team retreats and geographic meetups
• Rewards and recognition programs