HR Business Partner (Contract)

RTI International (RTI) is both a global research institute and a leading international development organization based out of North Carolina. At RTI, you will find work you believe in, tackling some of the most complex global challenges of our time. Our mission is to impact the wellbeing of 1 billion people by 2030 through science-based solutions in climate, education, health, and equity. Our staff promote meaningful change around the world helping people live healthier, more productive, and more independent lives.

If you are looking for an opportunity to make a real difference, RTI is the place for you. Join us in our commitment to teamwork, belonging, and the passion to change the world.

The Human Resources Business Partner provides comprehensive client support to multiple small groups, maintaining regular communication with staff and leaders, including supervisors and managers within the client groups. This role takes charge of collecting, coordinating, and contributing to solutions for various people-related activities, actively engaging stakeholders and leveraging HR expertise to drive organizational effectiveness and build trust.

We are seeking a Human Resources Business Partner to support a large-scale, decentralized workforce of field interviewers across the U.S. This is a high-volume, high-turnover environment requiring someone who thrives in a fast-paced settings and is confident in managing employee relations at scale. S/he will be the key HR contact for managing onboarding/offboarding, coaching field supervisors, and resolving misconduct cases such as falsification, misuse of funds, and no-call/no-shows. This position is expected to be a 6 month contract position with the possibility of extension. Ideally seeking a candidate that is local to our headquarters in RTP, NC. S/he may work remotely, but should be available to come into the office as needed.

• Build Trust and Open Communications: Foster trust and maintain regular contact with employees and managers, promoting open communication and sharing ideas and concerns. Establish contacts across HR to collect, coordinate and contribute to solutions. Regularly interact with management within RTI.
• Exhibit Business Awareness, Curiosity, and Passion: Show genuine interest in the business, pose insightful questions, and comprehend organizational goals and challenges. Demonstrate curiosity and passion about the business and ask questions to deepen own understanding. Have a broad awareness of business themes and represent the RTI values and Employer Value Proposition (EVP). Integrate external and internal best practices to find better solutions.
• Convert Business Needs into Action: Apply business acumen and HR expertise to implement agile and practical strategies for people and workforce-related initiatives within assigned client group. Translate business needs action and address workforce issues.
• Enhance Talent and Organizational Success: Collaborate with managers to implement company-wide People programs and initiatives, including workforce planning, talent management, succession planning, talent development, salary reviews, and change management. Support company-wide programs and initiatives in client group(s). Optimize overall organizational success and retain top talent.
• Assess Skills and Gaps: Identify people-related challenges and skill gaps that impact business plans. Collaborate with managers to enable the skills, competencies, and potential of team members. Support managers in identifying high-potential employees and designing personalized development plans.
• Resolve Employee Relations Issues: Employe a systemic approach to address HR matters and resolve employee relations issues. Consult with employees and managers to address the root causes of human resources issues. Mediate difficult employee relations and/or interactions as a neutral party, partnering closely with the Employee Relations Center and legal counsel.
• Embrace Best Practices: Emphasize the importance of diverse perspectives. Assimilate both internal and external best practices. Take initiative to discuss work with others as needed.
• Execute Strategic Initiatives: Foster collaboration with midlevel managers to execute strategic initiatives. Participate in implementing strategic actions and assist in the development of strategic goals.
• Contribute to HR Processes and Platforms: Support the development and implementation of HR processes and platforms tailored to meet specific business needs. Contribute to key HR processes and platforms to address specific business needs.
• Distribute Business Unit-wide Messages and Policies: Ensure communication of business unit-wide messages and policies to employees and managers, ensuring alignment with management's review.
• Participate in Change Activities: Engage in change-related activities, support by business managers and broader HR team (including COE specialists), to meet evolving business needs and facilitate smooth transitions. Assist with the implementation of the change plan. Support the onboarding for participants to the change and outline effective ways of working.
• Implement Corporate Policies: Collaborate with management to implement and communicate corporate policies related to HR, organizational development, and employee practices.
• Execute Solutions: Implement HR solutions developed in collaboration with HR Centers of Excellence (COE).
• Articulate Deliverables and Timelines: Clearly communicate deliverables and timelines. Seek out HR COE resources and expert help. Articulate deliverables and timelines and leverage HR COE resources when needed.
• Collaborate with HR Colleagues: Foster collaboration and knowledge sharing across HR functions. Connect with HR colleagues across the functions. Address and resolve cross-team issues. Settle disputes internal to HR on policy and practice decisions.
• Communicate & Escalate to Management: Review HR activities, risks, recommendations, and decisions with management, seeking guidance and approvals as required. Regularly communicate significant employee issues to management. Consult with management on decisions that impact the business and HR methodologies and gain consensus prior to communication with the client. Escalate conflicts among stakeholders and settle disputes. Supports the identification of people issues and capability gaps in delivering business plans.

• Minimum bachelor's degree and 8 years of experience in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience. Equivalent is Master's degree and 6 years of experience or PhD and 1 year of experience.
• Must have extensive experience in performance management, employee relations, ADA accommodation and leave management.
• Must have experience in coaching and training management in best practices.
• Must have experience managing high volume workload for performance management and employee relations.
• Experience handling LOA, FMLA, ADA, and employee misconduct.

Preferred Qualifications:

• SHRM-CP/SPHR or similar certification
• Familiar with ADP, Oracle, and basic data analysis are a plus.
• Experience managing retail, call center or banking environments.

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 here.

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.

For Applicants in Massachusetts Only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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.