Berkeley Lab

Berkeley Lab

  • California

  • Permanent

  • Full-time

Lawrence Berkeley National Laboratory is seeking a strategic Senior HR Business Partner to join our dynamic HR Division. As a key partner, you will deliver a full spectrum of both strategic and tactical HR support and provide consultation to employees and leaders in the , which includes the Climate & Ecosystem Sciences, and Energy Geosciences Divisions.

In this role, you will provide expertise and anticipate challenges, diagnose problems, and lead HR programs that have a direct impact on the success of the organization in the areas of workforce planning, recruitment, employee engagement, performance management, employee & labor relations, diversity, equity & inclusion (DEI) and talent development. As the client relationship manager between your client groups and HR functions, you will frequently partner with other HR subject matter expert colleagues when designing and rolling out solutions, ensuring a seamless customer experience for all levels of the organization. The successful candidate brings broad, wide-ranging and high-level experience working as a strategic HR professional and a track record of partnering with key leaders and their teams to resolve business needs in creative and effective ways using complex HR concepts in accordance with organizational objectives.

This is an amazing opportunity to work with a collaborative HR team to contribute your HR expertise in support of Berkeley Lab’s mission of world-class team science in service to the nation, while building a rewarding career with a highly regarded research institution!

What You Will Do:

  • Partnerships & Relationships – Build strong and effective relationships with senior leaders, managers and employees to become a trusted and respected partner and coach. Build and leverage relationships with HR functional teams (e.g., Talent, DEI, Systems, Compensation & Benefits, Employee & Labor Relations, Learning & Organizational Development) as well as Operations Business Partners.
  • Workforce Planning – Advise leadership on the development and implementation of Division workforce planning and restructuring with a focus on DEI, and successful execution of recruiting and staffing programs to support business objectives. Advise and help cultivate a workplace culture that embodies Berkeley Lab and Division mission and goals.
  • Learning & Organizational Development – Implement talent review processes, succession planning and monitor individual development. Assess organizational and individual staff development needs and develop and conduct relevant training; work in partnership with Learning & Organizational Development team on training design. Work with Area leadership on implementing the annual Area mentorship program.
  • Talent Acquisition – Partner, advise and provide guidance to division leadership on recruitment strategies to attract top talent and ensure a positive candidate experience, and collaborate with Talent Acquisition partner to establish plans for sourcing and educating management on best practices.
  • Compensation – Provide guidance on compensation-related programs and decisions, perform job classification audits and partner with management during annual compensation cycle and other salary actions, including equity and promotions.
  • Performance Management – Coach, mentor and work with managers and leaders to navigate the performance management program and process.
  • Diversity, Equity & Inclusion – Partner with our IDEA Office to implement DEI initiatives within the Division.
  • Employee & Labor Relations – In partnership with Employee & Labor Relations or our Investigations & Case Management Offices, manage employee relations issues and initiate appropriate resolution, including guiding managers and employees in facilitating solutions. Participate in labor/management actions, including negotiations, grievance, process and support. May conduct mediation.
  • Data Management – Champion the use of data to measure the effectiveness of HR practices and make changes as needed; prepare reports and conduct analysis.
  • This position may have supervisory responsibilities for a small team of HR professionals.

What is Required:

  • Bachelor’s degree in Human Resources, Business or related discipline or equivalent experience/training.
  • A minimum of 8 years of progressive work experience in a wide variety of HR functional areas, with at least 3 years of experience as an HR Business Partner, Manager or equivalent.
  • Working knowledge of multiple HR disciplines, including talent acquisition, compensation, learning and development, employee relations, DEI, performance management, and federal and state employment laws (e.g. FLSA, FMLA/CFRA, ADA, EEO/AA). Experience working in a functional role desired.
  • Experience partnering with senior leadership to develop business and people strategies, with proven ability to drive and execute HR initiatives to achieve business objectives, including effective project management skills.
  • Ability to build strong working relationships, trust and respect with management, co-workers, internal customers, and vendors/service providers.
  • Ability to communicate effectively, including verbal, written and presentation skills. Demonstrative facilitation and coaching skills.
  • Strong analytical and problem-solving skills with proven ability to organize, analyze and present data.
  • Excellent technical skills, including strong proficiency in business intelligence platforms and HR systems and demonstrated record of adaptability with new and emerging technologies.

Additional Desired Qualifications:

  • Experience working in a research organization and/or supporting an organization experiencing rapid and complex change with effective change management.
  • SPHR, SHRM-SCP or other HR certifications.
  • Previous supervisory or team lead responsibility and demonstrated experience in effectively leading a small team performing HR support.
  • Knowledge of HR Systems such as PeopleSoft, Taleo, Oracle HCM.
  • Familiarity with Google applications and/or other collaborative tools.
  • Experience working in a union environment, including supporting collective bargaining efforts with demonstrated ability to interpret/apply provisions of collective bargaining agreements to human resources actions.


  • For full consideration, please submit your resume and cover letter by November 15, 2021.
  • This is a full-time career appointment, exempt (monthly paid) from overtime pay.
  • This position may be subject to a background check. Any convictions will be evaluated to determine if they directly relate to the responsibilities and requirements of the position. Having a conviction history will not automatically disqualify an applicant from being considered for employment.
  • This position will be remote initially but limited to individuals residing in the United States tentatively until 2022 due to COVID-19. Once the Bay Area shelter-in-place restrictions are lifted, work will be partially performed at Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA. A hybrid work schedule may be possible depending on specific client needs.

Based on University of California Policy – SARS-CoV-2 (COVID-19) Vaccination Program, Berkeley Lab strongly recommends that all members of our community obtain the COVID-19 vaccine as soon as they are eligible. As a condition of Physical Presence at a Berkeley Lab Location, all Covered Individuals must Participate in the COVID-19 Vaccination Program by providing proof of Full Vaccination or submitting a request for Exception or Deferral.

Berkeley Lab is committed to and strives to continue building community with these shared values and commitments. Berkeley Lab is an Equal Opportunity and Affirmative Action Employer. We heartily welcome applications from women, minorities, veterans, and all who would contribute to the Lab’s mission of leading scientific discovery, inclusion, and professionalism. In support of our diverse global community, all qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status.

Equal Opportunity and IDEA Information Links:

Know your rights, click for the supplement: Equal Employment Opportunity is the Law and the under 41 CFR 60-1.4.

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