Senior HR Strategy Partner; HRSP

Senior HR Strategy Partner

Lawrence Berkeley National Laboratory is hiring a Senior HR Strategy Partner (HRSP) within the Human Resources Division. This role provides senior‑level strategic and tactical HR consultation to leaders and employees within assigned lab divisions or scientific areas. The HRSP anticipates challenges, diagnoses complex people issues, and leads HR initiatives that advance organizational effectiveness across workforce planning, talent acquisition, performance management, employee and labor relations, engagement, and talent development.

Serving as the primary relationship manager for the client group, the HRSP partners closely with Lab Division Directors and leaders to design and deliver integrated, compliant, and scalable people solutions. Operating with a high degree of autonomy, this role exercises sound judgment within broadly defined policies to select appropriate approaches and deliver results aligned with organizational objectives. Success in this role requires strong business acumen, the ability to build trusted relationships with leaders, and the capability to translate complex organizational needs into practical and scalable people solutions.

This role is based onsite at Lawrence Berkeley National Laboratory in Berkeley, California. Fully remote work arrangements are not available for this position. Berkeley Lab follows a hybrid work model in which employees work onsite a minimum of 2 to 3 days per week, with the opportunity to work remotely on other days, subject to business needs.

You will:

• Strategic Workforce Planning & Talent Development:
  Build strong relationships with division leaders and HR functional teams to advise on workforce planning, restructuring, and staffing strategies aligned with mission and goals. Support talent review, succession planning, and long‑term capability building. Collaborate with Talent Acquisition and other stakeholders to ensure hiring aligns with business needs and future skill demands.
• Performance Management &
  
  Coaching:
  
  Coach and advise managers on goal setting, performance feedback, and managing employee performance. Guide development planning and apply coaching methods to strengthen leadership, team dynamics, and individual growth. Ensure effective use of performance management tools and processes.
• Employee & Labor Relations:
  Partner with Employee & Labor Relations on performance issues, conflict resolution, and corrective actions. Support labor‑management activities, policy compliance, and collective bargaining agreements. Lead or assist with investigations and act as an escalation point for complex or crisis‑related matters.
• People Analytics & Objectives and Key Results (OKRs):
  Provide workforce insights to inform decision‑making and track OKR progress. Monitor key HR metrics and translate data into actionable strategies. Ensure alignment between HR efforts and organizational goals using data‑driven approaches.
• Compensation & Retention:
  Advise on compensation, promotions, equity adjustments, and job audits to ensure alignment with pay structures and retention goals. Support annual compensation cycles and strategic internal movement.
• Organizational Development & Change Management:
  Partner with leaders to design people strategies that support long‑term goals. Assess development needs, lead training sessions, and facilitate leadership development. Support change efforts including restructuring and role clarity.
• Talent Acquisition & Employer Branding:
  In partnership with Talent Acquisition, advise on recruitment strategies to attract top talent, enhance hiring practices, and improve candidate experience.
• Leadership Consulting & HR Strategy:
  Serve as a trusted advisor on team design, engagement, and people strategy. Provide insights to improve organizational health, team performance, and decision‑making.
• Employee Engagement &
  
  Experience:
  
  Promote a culture aligned with the Lab's mission. Identify employee sentiment trends and advise on engagement efforts. Connect staff to development and well‑being resources.
• HR Navigation & Operational Support:
  Act as the primary HR liaison for division staff, connecting them to central HR services and…