Director, Human Resources Business Partnering
Posted on Oct 7, 2024 by RTI International
Durham, NC
Human Resources
Immediate Start
Annual Salary
Full-Time
Overview:
RTI International is an independent, nonprofit research institute dedicated to improving the human condition. Our vision is to address the world's most critical problems with science-based solutions in pursuit of a better future. Our staff of nearly 6,000 people in more than 80 countries work to address complex social and scientific challenges on behalf of governments, businesses, foundations, universities, and other clients and partners each year. Our research addresses current and emerging challenges of societal impact.
We are seeking a Director, Human Resources Business Partnering. The Director, Human Resources Business Partnering leads strategic Human Resources (HR) planning and program development, working closely with senior leaders to boost employee engagement and productivity. As a trusted business partner, this leader provides innovative HR solutions and tackles organizational challenges for the Social, Statistical, and Environmental Science (SSES) Business Unit. The Director manages staff, ensures compliance, and strengthens the HR function's professional credibility both internally and externally. Demonstrating growing leadership responsibility, they cultivate a culture of high morale, employee engagement, and talent retention within the organization.
Responsibilities:
- Strategic HR Planning and Business Partnership: Manage the development, implementation, and evaluation of programs or policies aimed at enhancing organizational effectiveness and aligning with business objectives. Act as a business partner to client groups, thoroughly understanding their operations and business objectives. Offer insights and points of view beyond just HR, providing valuable contributions to various aspects of the business. Influence, consult, and make innovative proposals that strategically impact the business through HR intervention. Identify opportunities to support business strategies and work collaboratively in developing relevant action plans.
- Organizational Problem-Solving and Strategic Collaboration: Recognize and diagnose division problems, offering recommendations and implementing solutions. Consult with employees and management on complex employee relations issues, providing guidance and assistance with policy interpretation. Participate in HR investigations with legal counsel when necessary to address sensitive employee issues. Have both strategic and operational
accountability for the direction and performance of the groups being supported.
- Project Management, Departmental Support, and Function Development: Serve as a project member with technical or administrative complexity, contract value, or strategic importance. Delegate work to staff as appropriate and coordinate activities to ensure adherence to the plan and schedule. Provide direct client support to multiple departments,
understanding their specific HR needs and tailoring solutions accordingly. Contribute across the organization, working with most senior leaders and managers on broad strategic and operational issues.
- Function Oversight and Leadership: Provide full strategic and operational oversight of the HR function, staying abreast of and leveraging new methodologies to advance the business. Lead the development of the HR function, ensuring sufficient resources and needed skill sets are present to meet the needs of the company. Take full responsibility for identifying and implementing improvements in work processes.
- Team Management and Talent Development: Manage staff through performance planning, development, and evaluation process. Ensure staff development and career progression. Establish practices to ensure and drive towards a high level of staff morale and retention. Guide promotion and succession processes.
- Standard Operating Procedures, Compliance, and Professional Credibility: Oversee the development, maintenance, and adherence to standard operating procedures for HR processes. Ensure compliance with relevant laws, regulations, and company policies. Enhance the professional credibility of the HR function both internally and externally with key professional organizations. Help develop the professional stature of staff within the HR function.
- Increasing Leadership Responsibility and Performance Accountability: Represent increasing levels of responsibility for different size work groups operating with different levels of autonomy and therefore experience required.
- Organizational Effectiveness: Drive organizational effectiveness through the development and implementation of HR strategies, programs, and initiatives that enhance employee engagement, productivity, and performance.
- Talent Management and Succession Planning: Collaborate with senior leaders to develop and implement talent management and succession planning strategies to ensure a robust pipeline of top talent and leadership continuity.
- Change Leadership: Lead and support change management initiatives, providing guidance and expertise to senior executives during periods of significant organizational change and transformation.
- Strategic Workforce Planning: Develop and implement strategic workforce planning initiatives, partnering with business leaders to forecast future talent needs, address skill gaps, and optimize workforce capabilities.
- Culture and Diversity: Foster a positive organizational culture and champion diversity, equity, and inclusion initiatives to create an inclusive and high-performing workforce.
- HR Analytics and Insights: Utilize HR data and analytics to provide insights and recommendations to senior executives, enabling data-driven decision-making and enhancing HR strategies.
- Leadership Development: Engage leadership development programs to enhance the capabilities and effectiveness of senior executives and high-potential leaders.
- Budget Forecasting: Collaborate with finance and senior leadership to forecast and manage the HR budget within client group, ensuring effective allocation of resources for HR initiatives and programs.
- Compensation Envelope Management: Oversee the management of the compensation envelope, ensuring alignment with the overall compensation strategy and market competitiveness.
Qualifications:
Bachelor's Degree and 18 years of experience, Master's degree and 14 years of experience, PhD and 10 years of experience, or equivalent combination of education and experience.
Bachelor's degree and experience in relevant field (E.g., Human Resources, Business Administration, or a related field.). Advance degree or certifications a plus.
Skills and Abilites:
- Progressive experience in leadership position.
- Demonstrated expertise in strategic HR planning and program development.
- Strong knowledge of HR policies, laws, and compliance requirements.
- Proven ability to collaborate with senior leaders and align HR initiatives with business objectives.
- Excellent problem-solving, communication, and project management skills.
- Track record of talent development and team management.
- Continuous learning mindset and proactive approach to HR innovations. Professionalism and credibility in representing the HR function.
- Strong business acumen and cultural fit with the organization.
- Ability to manage multiple priorities Solid understanding of and working experience with HRIS system and Microsoft
Office products.
- Ability to obtain proper security clearances as noted by contracts Ability to travel several times throughout the year to
domestic and international locations and stay in those locations for multiple weeks.
EEO & Pay Equity Statements:
For San Francisco, CA USA Job Postings Only: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Further information is available
RTI accepts applications to our job openings from candidates with criminal histories or conviction records in accordance with all applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
The anticipated pay range for this role is listed below. Our pay ranges represent national averages and may vary by location as a geographic differential may be applied to some locations within the United States. RTI considers multiple factors when making an offer including, for example: established salary range, internal budget, business needs, and education and years of work experience possessed by the applicant. Further, salary is merely one element to our offer.
At RTI, we demonstrate our commitment to rewarding individual and team achievement through a total rewards package. This package includes (among other things) a competitive base salary, a generous paid time off policy, merit based annual increases, bonus opportunities and a robust recognition program. Other benefits include a competitive range of insurance plans (including health, dental, life, and short-term and long-term disability), access to a retirement savings program such as a 401(k) plan, paid parental leave for all parents, financial assistance with adoption expenses or infertility treatments, financial reimbursement for education and developmental opportunities, an employee assistance program, and numerous other offerings to support a healthy work-life balance.
Hiring Salary Range:
$178,000-$220,000
RTI International is an independent, nonprofit research institute dedicated to improving the human condition. Our vision is to address the world's most critical problems with science-based solutions in pursuit of a better future. Our staff of nearly 6,000 people in more than 80 countries work to address complex social and scientific challenges on behalf of governments, businesses, foundations, universities, and other clients and partners each year. Our research addresses current and emerging challenges of societal impact.
We are seeking a Director, Human Resources Business Partnering. The Director, Human Resources Business Partnering leads strategic Human Resources (HR) planning and program development, working closely with senior leaders to boost employee engagement and productivity. As a trusted business partner, this leader provides innovative HR solutions and tackles organizational challenges for the Social, Statistical, and Environmental Science (SSES) Business Unit. The Director manages staff, ensures compliance, and strengthens the HR function's professional credibility both internally and externally. Demonstrating growing leadership responsibility, they cultivate a culture of high morale, employee engagement, and talent retention within the organization.
Responsibilities:
- Strategic HR Planning and Business Partnership: Manage the development, implementation, and evaluation of programs or policies aimed at enhancing organizational effectiveness and aligning with business objectives. Act as a business partner to client groups, thoroughly understanding their operations and business objectives. Offer insights and points of view beyond just HR, providing valuable contributions to various aspects of the business. Influence, consult, and make innovative proposals that strategically impact the business through HR intervention. Identify opportunities to support business strategies and work collaboratively in developing relevant action plans.
- Organizational Problem-Solving and Strategic Collaboration: Recognize and diagnose division problems, offering recommendations and implementing solutions. Consult with employees and management on complex employee relations issues, providing guidance and assistance with policy interpretation. Participate in HR investigations with legal counsel when necessary to address sensitive employee issues. Have both strategic and operational
accountability for the direction and performance of the groups being supported.
- Project Management, Departmental Support, and Function Development: Serve as a project member with technical or administrative complexity, contract value, or strategic importance. Delegate work to staff as appropriate and coordinate activities to ensure adherence to the plan and schedule. Provide direct client support to multiple departments,
understanding their specific HR needs and tailoring solutions accordingly. Contribute across the organization, working with most senior leaders and managers on broad strategic and operational issues.
- Function Oversight and Leadership: Provide full strategic and operational oversight of the HR function, staying abreast of and leveraging new methodologies to advance the business. Lead the development of the HR function, ensuring sufficient resources and needed skill sets are present to meet the needs of the company. Take full responsibility for identifying and implementing improvements in work processes.
- Team Management and Talent Development: Manage staff through performance planning, development, and evaluation process. Ensure staff development and career progression. Establish practices to ensure and drive towards a high level of staff morale and retention. Guide promotion and succession processes.
- Standard Operating Procedures, Compliance, and Professional Credibility: Oversee the development, maintenance, and adherence to standard operating procedures for HR processes. Ensure compliance with relevant laws, regulations, and company policies. Enhance the professional credibility of the HR function both internally and externally with key professional organizations. Help develop the professional stature of staff within the HR function.
- Increasing Leadership Responsibility and Performance Accountability: Represent increasing levels of responsibility for different size work groups operating with different levels of autonomy and therefore experience required.
- Organizational Effectiveness: Drive organizational effectiveness through the development and implementation of HR strategies, programs, and initiatives that enhance employee engagement, productivity, and performance.
- Talent Management and Succession Planning: Collaborate with senior leaders to develop and implement talent management and succession planning strategies to ensure a robust pipeline of top talent and leadership continuity.
- Change Leadership: Lead and support change management initiatives, providing guidance and expertise to senior executives during periods of significant organizational change and transformation.
- Strategic Workforce Planning: Develop and implement strategic workforce planning initiatives, partnering with business leaders to forecast future talent needs, address skill gaps, and optimize workforce capabilities.
- Culture and Diversity: Foster a positive organizational culture and champion diversity, equity, and inclusion initiatives to create an inclusive and high-performing workforce.
- HR Analytics and Insights: Utilize HR data and analytics to provide insights and recommendations to senior executives, enabling data-driven decision-making and enhancing HR strategies.
- Leadership Development: Engage leadership development programs to enhance the capabilities and effectiveness of senior executives and high-potential leaders.
- Budget Forecasting: Collaborate with finance and senior leadership to forecast and manage the HR budget within client group, ensuring effective allocation of resources for HR initiatives and programs.
- Compensation Envelope Management: Oversee the management of the compensation envelope, ensuring alignment with the overall compensation strategy and market competitiveness.
Qualifications:
Bachelor's Degree and 18 years of experience, Master's degree and 14 years of experience, PhD and 10 years of experience, or equivalent combination of education and experience.
Bachelor's degree and experience in relevant field (E.g., Human Resources, Business Administration, or a related field.). Advance degree or certifications a plus.
Skills and Abilites:
- Progressive experience in leadership position.
- Demonstrated expertise in strategic HR planning and program development.
- Strong knowledge of HR policies, laws, and compliance requirements.
- Proven ability to collaborate with senior leaders and align HR initiatives with business objectives.
- Excellent problem-solving, communication, and project management skills.
- Track record of talent development and team management.
- Continuous learning mindset and proactive approach to HR innovations. Professionalism and credibility in representing the HR function.
- Strong business acumen and cultural fit with the organization.
- Ability to manage multiple priorities Solid understanding of and working experience with HRIS system and Microsoft
Office products.
- Ability to obtain proper security clearances as noted by contracts Ability to travel several times throughout the year to
domestic and international locations and stay in those locations for multiple weeks.
EEO & Pay Equity Statements:
For San Francisco, CA USA Job Postings Only: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Further information is available
RTI accepts applications to our job openings from candidates with criminal histories or conviction records in accordance with all applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
The anticipated pay range for this role is listed below. Our pay ranges represent national averages and may vary by location as a geographic differential may be applied to some locations within the United States. RTI considers multiple factors when making an offer including, for example: established salary range, internal budget, business needs, and education and years of work experience possessed by the applicant. Further, salary is merely one element to our offer.
At RTI, we demonstrate our commitment to rewarding individual and team achievement through a total rewards package. This package includes (among other things) a competitive base salary, a generous paid time off policy, merit based annual increases, bonus opportunities and a robust recognition program. Other benefits include a competitive range of insurance plans (including health, dental, life, and short-term and long-term disability), access to a retirement savings program such as a 401(k) plan, paid parental leave for all parents, financial assistance with adoption expenses or infertility treatments, financial reimbursement for education and developmental opportunities, an employee assistance program, and numerous other offerings to support a healthy work-life balance.
Hiring Salary Range:
$178,000-$220,000
Reference: 200020053
https://jobs.careeraddict.com/post/95937643
Director, Human Resources Business Partnering
Posted on Oct 7, 2024 by RTI International
Durham, NC
Human Resources
Immediate Start
Annual Salary
Full-Time
Overview:
RTI International is an independent, nonprofit research institute dedicated to improving the human condition. Our vision is to address the world's most critical problems with science-based solutions in pursuit of a better future. Our staff of nearly 6,000 people in more than 80 countries work to address complex social and scientific challenges on behalf of governments, businesses, foundations, universities, and other clients and partners each year. Our research addresses current and emerging challenges of societal impact.
We are seeking a Director, Human Resources Business Partnering. The Director, Human Resources Business Partnering leads strategic Human Resources (HR) planning and program development, working closely with senior leaders to boost employee engagement and productivity. As a trusted business partner, this leader provides innovative HR solutions and tackles organizational challenges for the Social, Statistical, and Environmental Science (SSES) Business Unit. The Director manages staff, ensures compliance, and strengthens the HR function's professional credibility both internally and externally. Demonstrating growing leadership responsibility, they cultivate a culture of high morale, employee engagement, and talent retention within the organization.
Responsibilities:
- Strategic HR Planning and Business Partnership: Manage the development, implementation, and evaluation of programs or policies aimed at enhancing organizational effectiveness and aligning with business objectives. Act as a business partner to client groups, thoroughly understanding their operations and business objectives. Offer insights and points of view beyond just HR, providing valuable contributions to various aspects of the business. Influence, consult, and make innovative proposals that strategically impact the business through HR intervention. Identify opportunities to support business strategies and work collaboratively in developing relevant action plans.
- Organizational Problem-Solving and Strategic Collaboration: Recognize and diagnose division problems, offering recommendations and implementing solutions. Consult with employees and management on complex employee relations issues, providing guidance and assistance with policy interpretation. Participate in HR investigations with legal counsel when necessary to address sensitive employee issues. Have both strategic and operational
accountability for the direction and performance of the groups being supported.
- Project Management, Departmental Support, and Function Development: Serve as a project member with technical or administrative complexity, contract value, or strategic importance. Delegate work to staff as appropriate and coordinate activities to ensure adherence to the plan and schedule. Provide direct client support to multiple departments,
understanding their specific HR needs and tailoring solutions accordingly. Contribute across the organization, working with most senior leaders and managers on broad strategic and operational issues.
- Function Oversight and Leadership: Provide full strategic and operational oversight of the HR function, staying abreast of and leveraging new methodologies to advance the business. Lead the development of the HR function, ensuring sufficient resources and needed skill sets are present to meet the needs of the company. Take full responsibility for identifying and implementing improvements in work processes.
- Team Management and Talent Development: Manage staff through performance planning, development, and evaluation process. Ensure staff development and career progression. Establish practices to ensure and drive towards a high level of staff morale and retention. Guide promotion and succession processes.
- Standard Operating Procedures, Compliance, and Professional Credibility: Oversee the development, maintenance, and adherence to standard operating procedures for HR processes. Ensure compliance with relevant laws, regulations, and company policies. Enhance the professional credibility of the HR function both internally and externally with key professional organizations. Help develop the professional stature of staff within the HR function.
- Increasing Leadership Responsibility and Performance Accountability: Represent increasing levels of responsibility for different size work groups operating with different levels of autonomy and therefore experience required.
- Organizational Effectiveness: Drive organizational effectiveness through the development and implementation of HR strategies, programs, and initiatives that enhance employee engagement, productivity, and performance.
- Talent Management and Succession Planning: Collaborate with senior leaders to develop and implement talent management and succession planning strategies to ensure a robust pipeline of top talent and leadership continuity.
- Change Leadership: Lead and support change management initiatives, providing guidance and expertise to senior executives during periods of significant organizational change and transformation.
- Strategic Workforce Planning: Develop and implement strategic workforce planning initiatives, partnering with business leaders to forecast future talent needs, address skill gaps, and optimize workforce capabilities.
- Culture and Diversity: Foster a positive organizational culture and champion diversity, equity, and inclusion initiatives to create an inclusive and high-performing workforce.
- HR Analytics and Insights: Utilize HR data and analytics to provide insights and recommendations to senior executives, enabling data-driven decision-making and enhancing HR strategies.
- Leadership Development: Engage leadership development programs to enhance the capabilities and effectiveness of senior executives and high-potential leaders.
- Budget Forecasting: Collaborate with finance and senior leadership to forecast and manage the HR budget within client group, ensuring effective allocation of resources for HR initiatives and programs.
- Compensation Envelope Management: Oversee the management of the compensation envelope, ensuring alignment with the overall compensation strategy and market competitiveness.
Qualifications:
Bachelor's Degree and 18 years of experience, Master's degree and 14 years of experience, PhD and 10 years of experience, or equivalent combination of education and experience.
Bachelor's degree and experience in relevant field (E.g., Human Resources, Business Administration, or a related field.). Advance degree or certifications a plus.
Skills and Abilites:
- Progressive experience in leadership position.
- Demonstrated expertise in strategic HR planning and program development.
- Strong knowledge of HR policies, laws, and compliance requirements.
- Proven ability to collaborate with senior leaders and align HR initiatives with business objectives.
- Excellent problem-solving, communication, and project management skills.
- Track record of talent development and team management.
- Continuous learning mindset and proactive approach to HR innovations. Professionalism and credibility in representing the HR function.
- Strong business acumen and cultural fit with the organization.
- Ability to manage multiple priorities Solid understanding of and working experience with HRIS system and Microsoft
Office products.
- Ability to obtain proper security clearances as noted by contracts Ability to travel several times throughout the year to
domestic and international locations and stay in those locations for multiple weeks.
EEO & Pay Equity Statements:
For San Francisco, CA USA Job Postings Only: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Further information is available
RTI accepts applications to our job openings from candidates with criminal histories or conviction records in accordance with all applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
The anticipated pay range for this role is listed below. Our pay ranges represent national averages and may vary by location as a geographic differential may be applied to some locations within the United States. RTI considers multiple factors when making an offer including, for example: established salary range, internal budget, business needs, and education and years of work experience possessed by the applicant. Further, salary is merely one element to our offer.
At RTI, we demonstrate our commitment to rewarding individual and team achievement through a total rewards package. This package includes (among other things) a competitive base salary, a generous paid time off policy, merit based annual increases, bonus opportunities and a robust recognition program. Other benefits include a competitive range of insurance plans (including health, dental, life, and short-term and long-term disability), access to a retirement savings program such as a 401(k) plan, paid parental leave for all parents, financial assistance with adoption expenses or infertility treatments, financial reimbursement for education and developmental opportunities, an employee assistance program, and numerous other offerings to support a healthy work-life balance.
Hiring Salary Range:
$178,000-$220,000
RTI International is an independent, nonprofit research institute dedicated to improving the human condition. Our vision is to address the world's most critical problems with science-based solutions in pursuit of a better future. Our staff of nearly 6,000 people in more than 80 countries work to address complex social and scientific challenges on behalf of governments, businesses, foundations, universities, and other clients and partners each year. Our research addresses current and emerging challenges of societal impact.
We are seeking a Director, Human Resources Business Partnering. The Director, Human Resources Business Partnering leads strategic Human Resources (HR) planning and program development, working closely with senior leaders to boost employee engagement and productivity. As a trusted business partner, this leader provides innovative HR solutions and tackles organizational challenges for the Social, Statistical, and Environmental Science (SSES) Business Unit. The Director manages staff, ensures compliance, and strengthens the HR function's professional credibility both internally and externally. Demonstrating growing leadership responsibility, they cultivate a culture of high morale, employee engagement, and talent retention within the organization.
Responsibilities:
- Strategic HR Planning and Business Partnership: Manage the development, implementation, and evaluation of programs or policies aimed at enhancing organizational effectiveness and aligning with business objectives. Act as a business partner to client groups, thoroughly understanding their operations and business objectives. Offer insights and points of view beyond just HR, providing valuable contributions to various aspects of the business. Influence, consult, and make innovative proposals that strategically impact the business through HR intervention. Identify opportunities to support business strategies and work collaboratively in developing relevant action plans.
- Organizational Problem-Solving and Strategic Collaboration: Recognize and diagnose division problems, offering recommendations and implementing solutions. Consult with employees and management on complex employee relations issues, providing guidance and assistance with policy interpretation. Participate in HR investigations with legal counsel when necessary to address sensitive employee issues. Have both strategic and operational
accountability for the direction and performance of the groups being supported.
- Project Management, Departmental Support, and Function Development: Serve as a project member with technical or administrative complexity, contract value, or strategic importance. Delegate work to staff as appropriate and coordinate activities to ensure adherence to the plan and schedule. Provide direct client support to multiple departments,
understanding their specific HR needs and tailoring solutions accordingly. Contribute across the organization, working with most senior leaders and managers on broad strategic and operational issues.
- Function Oversight and Leadership: Provide full strategic and operational oversight of the HR function, staying abreast of and leveraging new methodologies to advance the business. Lead the development of the HR function, ensuring sufficient resources and needed skill sets are present to meet the needs of the company. Take full responsibility for identifying and implementing improvements in work processes.
- Team Management and Talent Development: Manage staff through performance planning, development, and evaluation process. Ensure staff development and career progression. Establish practices to ensure and drive towards a high level of staff morale and retention. Guide promotion and succession processes.
- Standard Operating Procedures, Compliance, and Professional Credibility: Oversee the development, maintenance, and adherence to standard operating procedures for HR processes. Ensure compliance with relevant laws, regulations, and company policies. Enhance the professional credibility of the HR function both internally and externally with key professional organizations. Help develop the professional stature of staff within the HR function.
- Increasing Leadership Responsibility and Performance Accountability: Represent increasing levels of responsibility for different size work groups operating with different levels of autonomy and therefore experience required.
- Organizational Effectiveness: Drive organizational effectiveness through the development and implementation of HR strategies, programs, and initiatives that enhance employee engagement, productivity, and performance.
- Talent Management and Succession Planning: Collaborate with senior leaders to develop and implement talent management and succession planning strategies to ensure a robust pipeline of top talent and leadership continuity.
- Change Leadership: Lead and support change management initiatives, providing guidance and expertise to senior executives during periods of significant organizational change and transformation.
- Strategic Workforce Planning: Develop and implement strategic workforce planning initiatives, partnering with business leaders to forecast future talent needs, address skill gaps, and optimize workforce capabilities.
- Culture and Diversity: Foster a positive organizational culture and champion diversity, equity, and inclusion initiatives to create an inclusive and high-performing workforce.
- HR Analytics and Insights: Utilize HR data and analytics to provide insights and recommendations to senior executives, enabling data-driven decision-making and enhancing HR strategies.
- Leadership Development: Engage leadership development programs to enhance the capabilities and effectiveness of senior executives and high-potential leaders.
- Budget Forecasting: Collaborate with finance and senior leadership to forecast and manage the HR budget within client group, ensuring effective allocation of resources for HR initiatives and programs.
- Compensation Envelope Management: Oversee the management of the compensation envelope, ensuring alignment with the overall compensation strategy and market competitiveness.
Qualifications:
Bachelor's Degree and 18 years of experience, Master's degree and 14 years of experience, PhD and 10 years of experience, or equivalent combination of education and experience.
Bachelor's degree and experience in relevant field (E.g., Human Resources, Business Administration, or a related field.). Advance degree or certifications a plus.
Skills and Abilites:
- Progressive experience in leadership position.
- Demonstrated expertise in strategic HR planning and program development.
- Strong knowledge of HR policies, laws, and compliance requirements.
- Proven ability to collaborate with senior leaders and align HR initiatives with business objectives.
- Excellent problem-solving, communication, and project management skills.
- Track record of talent development and team management.
- Continuous learning mindset and proactive approach to HR innovations. Professionalism and credibility in representing the HR function.
- Strong business acumen and cultural fit with the organization.
- Ability to manage multiple priorities Solid understanding of and working experience with HRIS system and Microsoft
Office products.
- Ability to obtain proper security clearances as noted by contracts Ability to travel several times throughout the year to
domestic and international locations and stay in those locations for multiple weeks.
EEO & Pay Equity Statements:
For San Francisco, CA USA Job Postings Only: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Further information is available
RTI accepts applications to our job openings from candidates with criminal histories or conviction records in accordance with all applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
The anticipated pay range for this role is listed below. Our pay ranges represent national averages and may vary by location as a geographic differential may be applied to some locations within the United States. RTI considers multiple factors when making an offer including, for example: established salary range, internal budget, business needs, and education and years of work experience possessed by the applicant. Further, salary is merely one element to our offer.
At RTI, we demonstrate our commitment to rewarding individual and team achievement through a total rewards package. This package includes (among other things) a competitive base salary, a generous paid time off policy, merit based annual increases, bonus opportunities and a robust recognition program. Other benefits include a competitive range of insurance plans (including health, dental, life, and short-term and long-term disability), access to a retirement savings program such as a 401(k) plan, paid parental leave for all parents, financial assistance with adoption expenses or infertility treatments, financial reimbursement for education and developmental opportunities, an employee assistance program, and numerous other offerings to support a healthy work-life balance.
Hiring Salary Range:
$178,000-$220,000
Reference: 200020053
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