HR Division Partner

Lawrence Berkeley National Laboratory is hiring a HR Division Partner within the Human Resources division. This position delivers comprehensive, client-centric HR solutions that drive operational excellence across our world-class scientific, engineering, and operational teams. As an embedded HR Division Partner, you will serve as a trusted consultant to division leaders, managers, and employees. In this consultative role, you will provide guidance across key HR programs including talent acquisition, compensation, position management, employee relations, workforce planning, organizational design, and performance management.

Working under general direction, the HR Division Partner will apply sound judgment to assess and resolve moderately complex to complex HR matters, manage competing priorities independently, and partner closely with HR Centers of Expertise. You will play a vital role in enabling data-informed decision-making, fostering an inclusive and high-performing culture, and driving process enhancements that align human capital strategies with the Laboratory's mission.

This role will be filled at the Associate or Staff level based on the experience and qualifications of the selected candidate.

We're here for the same mission, to bring science solutions to the world. Join our team and YOU will play a supporting role in our goal to address global challenges! Have a high level of impact and work for an organization associated with 17 Nobel Prizes!

We invest in our employees by offering a total rewards package you can count on:

• Exceptional health and retirement benefits, including pension or 401K-style plans
• Opportunities to grow in your career - check out our Tuition Assistance Program
• 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

• Serve as a trusted HR Partner to managers and employees, providing expert guidance on HR policies, employment law, and organizational objectives.
• Build strong relationships by resolving employee concerns through timely, compliant, and well-documented solutions.
• Partner cross-functionally with HR Centers of Excellence (Talent Acquisition, Compensation, Benefits, Employee Relations, DE&I, Learning & Development) to deliver consistent HR programs and services.

• Partner with leadership to support workforce planning, organizational design, staffing strategies, and workforce transitions aligned with business objectives.
• Analyze workforce trends, organizational structures, and staffing needs to provide recommendations that improve organizational effectiveness and succession planning.
• Support leadership development and organizational learning initiatives by coordinating training programs and partnering with Learning & Development on program delivery.

• Advise managers on compensation, job classification, recruitment, promotions, and salary administration while ensuring compliance with organizational policies and compensation practices.
• Lead end-to-end recruitment and employment actions, partnering with Talent Acquisition, Compensation, and leadership to deliver timely, compliant hiring outcomes.
• Develop and review position descriptions, support job evaluations and reclassifications, and contribute to annual performance and compensation review processes.

• Prepare workforce reports, HR dashboards, compensation analyses, and organizational metrics to support strategic decision-making.
• Analyze workforce data to identify trends, recommend process improvements, and inform workforce planning initiatives.
• Maintain HRIS data integrity by overseeing accurate employee data management and producing executive-level reports and presentations.

• Provide resolution to a diverse range of complex problems where analysis of data requires evaluation of identifiable factors.
• Independently determine and develop approaches to solutions.
• Exercise judgment within generally defined practices and policies in selecting methods and techniques for obtaining solutions.

• Bachelor's degree in HR, Business, or a related discipline, and/or equivalent experience/training.
• Minimum of 2 years of relevant HR experience.
• Demonstrated HR knowledge and hands-on experience across multiple core areas, including compensation, recruitment, benefits, employee/labor relations, training and development, and employment law.
• Proven experience providing consultative guidance to managers and employees, along with interpreting HR policies, organizational procedures, and employment regulations.
• Strong track record of clear, effective policy guidance and responsive customer service…