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-P&C Business Partner acts as a consultant for assigned business units on all matters related to human resources, labor relations, employee relations, and provides support for organizational changes. The Director - People & Culture Business Partner will perform at a strategic level and will also perform routine work while presenting a professional, value-added representation of the human resources function. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Provide functional expertise in one or more of the following areas: benefits, leave and reasonable accommodation administration (FMLA/ADA), workers compensation, employee onboarding and assimilation, compensation, talent acquisition, talent development, policy compliance, or employee relations.

(This section provides a general summary of the most significant job duties performed. It does not explain in detail every single duty performed.)

Provide business unit leadership with expert level P&C guidance and support, adhering to applicable laws and complying with applicable CBAs; identify innovative solutions and options to address complex P&C resource management issues.
Coach leadership on how to proactively address and resolve performance and behavioral issues by recommending training where gaps exist.
Manage and resolve employee relations issues through effective, thorough and objective investigations; participate in Labor Management meetings. Recognize when to escalate problems to a higher level, as needed.
Coach business unit leaders on P&C policies, processes and management issues, including performance management, learning and development, employee inclusion and engagement to promote a culture of continuous growth and development.
Develop and interpret P&C specific policies, practices and guidelines across the organization and recommend policy changes to support business needs.
Provide support in the creation and analysis of P&C metrics, identifies trends and areas for opportunity, and assists in developing action plans.
Assist in annual Workforce Planning meetings.
Provide functional expertise in one or more of the following areas: benefits, compensation, talent development, policy compliance, leave and reasonable accommodation administration (FMLA/ADA), talent acquisition, labor relations, or workers compensation.
Act as a strategic partner in collaboration with business unit leaders to proactively engage and identify people gaps and opportunities, propose changes and facilitate the change processes necessary to mitigate risk.
Reinforce difficult decisions that align with organizational strategies and values.
Provide education, training and development support for P&C colleagues, managers, and employees.
Stay current on P&C trends to develop solutions using current best practices in the field.
Ensure a strong understanding of laws and regulations to help the company stay in compliance.
Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Provide day-to-day performance management guidance to business units (e.g., coaching, counseling, career development, disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provide P&C policy guidance and interpretation.
Develop contract terms for new hires, promotions and transfers.
Provide guidance and input on business unit restructures, workforce planning and succession planning.
Identify training needs for business units and individual executive coaching needs.
Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
Perform other related duties as assigned.

Qualifications

What You’ll Need

We want to make sure you’re successful. To be considered, you must have:

(The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of this job with or without reasonable accommodation, using some other combination of skills and abilities.)

Expert knowledge of People & Culture best practices and ability to ensure compliance with all federal, state, and local laws and regulations; able to develop and implement creative staffing solutions.
Highly developed interpersonal skills: high degree of patience and tact, and must be able to cultivate relationships with people from diverse backgrounds, both internally and externally.
Strong communication skills in English, both oral and written; strong consultative skills to collaboratively design impactful solutions and manage stakeholder expectations; exceptional listening skills – solicits constructive feedback to refine programs.
Able to use sound judgment, discretion and maintain confidentiality on staffing matters.
Strong people management skills; able to lead and develop subordinates.
Expert customer service skills.
Ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations

Competencies

Member Service
Communication
Dependability/Accountability
Leadership
Project/Process Management
Job Knowledge
Adaptability
Teamwork
Innovation
Developing Employees

Preferred Background

Working knowledge of Google Suite, ADP Workforce Now, iCims, and PerformYard a plus.
Experience working in a union environment is a plus.

Minimum Qualifications

Education and/or Experience:

Bachelor’s Degree in Human Resources or a related field and 8 years of broad Human Resources experience, or 10-12 years of relevant Human Resources experience.
A minimum of four years of human resources management in a broad array of disciplines, including but not limited to workforce planning, employee counseling, and employee/labor relations.
PHR or SHRM certification is required; an equivalent certification in Human Resources may be considered.

What You’ll Get

We are a great place to work because we offer:

The salary range for this position is $130,000k - $150,000k annually along with excellent employee benefits.
Colleagues that are passionate about what we do and how they contribute to our mission
Balance between work and home life responsibilities
Affordable and comprehensive medical and dental plans
Generous pension plan
Employee discounts and perks

SAG-AFTRA

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Director, P&C Business Partner