United States Holocaust Memorial Museum
Human Resources Business Partner
United States Holocaust Memorial Museum, Washington, District of Columbia, us, 20022
Description
Information about the organization
The United States Holocaust Memorial Museum is a federally chartered, nonpartisan institution that was created by the US Congress to serve as America's national memorial to the victims of the Holocaust and an educational institution dedicated to the history and lessons of the Holocaust. The Museum seeks to educate Americans from all 50 states and all walks of life as well as international audiences. The Museum has three areas of expertise: Holocaust remembrance, Holocaust scholarship and education, and genocide prevention.
In carrying out its important memorial and educational mission, the Museum is guided by its institutional values for our workplace: Honor the memory of the victims; carry out our work with dignity, humility, integrity and respect for others; and strive for excellence through teamwork, rigor, and a culture of continuous learning. Consistent respect for others is the foundation for trust, collegiality and inclusion.
Information about the role
The Museum is going through transformational change as an institution and Human Resources is an essential partner in identifying, developing and implementing new strategies, policies and processes to support strategic plans and our people, the foundation of our work and future success.
As a member of the Office of Human Resources team, the Human Resources Business Partner (HRBP) is responsible for Human Resources strategy delivery and support to assigned client groups across the institution; meeting HR goals and priorities on assigned projects and playing a key role in the continuous improvement of the Human Resources function. The HRBP will also provide professional guidance, coaching, and oversight to their clients in consultation with the Chief Human Resources Officer (CHRO), as needed, for the following: recruitment; succession planning; organizational development; training; compensation; performance management; employee relations, HR metrics; and employment policies and procedures.
This is a visible, hands-on position that requires continuous problem solving, engagement with multiple stakeholders, and the ability to follow work through to full completion individually and in collaboration with others. To be successful and effective, the HRBP must be proactive, flexible, customer service oriented and thrive in a dynamic, complex and often demanding environment. Strong communications, organizational and time and project management skills are also important for this role.
This is a full-time donated position (non-Federal) paid with the Museum's private funds. Salary is commensurate with experience.
This position is located in Washington, DC and is hybrid telework eligible, within the local commuting area of the Museum worksite.
Duties, and Responsibilities for the role
Applies HR expertise to proactively and strategically perform work and support the Chief Human Resources Officer, HR teammates, assigned client groups and the organization in achieving fundamental and strategic objectives.
Provides HR leadership that sets an example for a culture of strong collaboration and accountability and plays a key role in developing an environment of teamwork, critical thinking, and working cross functionally.
Uses HR System data to evaluate available information, analyze trends, validate needs and recommend solutions and strategies to the Chief Human Resources Officer and assigned clients.
Initiates and recommends improvements to HR policies and procedures to include: writing and editing policies and ensuring communication and understanding of changes.
Partners with Talent Acquisition in the development of a recruitment and hiring strategy for assigned clients in order to advance DEAI goals and position the Museum to better compete for, acquire and retain top talent.
Provides oversight and guidance to assigned clients for internal promotions; compensation decisions; talent movement within/across offices to meet organizational priorities and goals, talent development, succession planning and further equal opportunity and DEAI goals.
Consults with client groups and makes recommendations on organizational development/effectiveness improvements across the Museum.
Works with key Museum partners to enhance staff communication effectiveness.
Supports and implements the annual Performance Review process to include: maximizing system understanding and utilization; communication of the process and timelines; developing and conducting training for supervisors and employees and providing managers with coaching in providing effective feedback.
Provides coaching and feedback to assigned teams and leaders to support building leadership accountability; strong teams; and enhanced talent management.
Actively communicates and participates in briefings and/or weekly meetings with the Chief Human Resources Officer.
Conducts regular meetings with respective business units and participates in both client staff and leadership team meetings.
Consults with management, providing HR guidance when appropriate.
Manages and resolves complex employee relations issues for Donated and Federal Employees in collaboration with key partners. Conducts effective, thorough, and objective investigations.
Coordinates with the designated Federal Human Resources staff and partners for matters or issues related to Federal Employees.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Provides guidance and input on business unit restructures, workforce planning, and succession planning.
Conducts exit interviews, regularly summarizes and reports on trends, and uses information to highlight strengths and make recommendations for improvement.
Collaborates with vendors and cross functional teams to ensure delivery of HR services.
Maintains knowledge of industry trends and all federal and state regulations to ensure organizational compliance.
Leverages data and metrics to develop solutions, programs, and policies.
Provides HR reporting to the Chief Human Resources Officer, and senior leaders as needed or requested.
Ensures that office records and reports are organized and diligently maintained; supports ongoing pivot to electronic recordkeeping.
Contributes to special projects and performs other duties as assigned.
Minimum Qualifications for the role
Bachelor's degree or equivalent years of work experience.
Ten+ years of human resources management experience in for-profit; non-profit or public- private partnership organizations.
Demonstrates strong critical thinking, analytical and problem-solving skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Current knowledge of employment law and federal and state employment regulations.
HR experience gained from multiple HR generalist roles; specialist experience a plus.
Demonstrated ability to manage multiple priorities; work under pressure with tight deadlines; and manage multiple projects at once.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Demonstrated ability to acquire a thorough understanding of organizational structures, jobs, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong written and verbal communication skills.
Strong presentation skills and comfortable presenting in front of small and large audiences.
Demonstrated experience with HRIS systems, internet-based research, and general office productivity tools (i.e., Google, Word, Excel, PowerPoint)
Ability to build presentations and develop new knowledge and skills to enhance the audience experience and engagement.
Strong aptitude for developing, editing, communicating, and implementing HR policies, procedures, and practices.
Preferred Qualifications for the role
Human Resources experience in working with public-private partnership organizations with federal government and/or OPM expertise.
HRCI Certified Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR) or Global Professional in Human Resources (GPHR) credential.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.
Advanced degree in human resources management, business, organizational psychology.
Change management experience.
Experience with Dayforce Software (formerly Ceridian Dayforce).
Interested applicants must send their resume and cover letter; applications without a cover letter will not be considered.
The Museum is committed to cultivating and maintaining a culture of diversity, equity, accessibility and inclusion (DEAI). Please click
here
to view the Museum Statement on Diversity, Equity, Accessibility and Inclusion (PDF).
Benefits Highlights:
The U.S. Holocaust Memorial Museum values employee wellness, work-life balance and the diversity of what this means for individual employees in life and work. We are proud to offer a comprehensive benefits package for benefits-eligible employees that includes generous paid leave benefits, health, dental, and vision insurance, flexible spending accounts, a health savings account with an employer contribution, 403(b) retirement plan with a generous employer match and contribution, group term and supplemental life insurance, short and long-term disability, commuter subsidy, access to two employee assistance programs, as well as voluntary critical illness and accident insurance coverage, long-term care and pet insurance options. Our policies also support telework and other flexible schedule options based on the job, work and team collaboration requirements.Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
Information about the organization
The United States Holocaust Memorial Museum is a federally chartered, nonpartisan institution that was created by the US Congress to serve as America's national memorial to the victims of the Holocaust and an educational institution dedicated to the history and lessons of the Holocaust. The Museum seeks to educate Americans from all 50 states and all walks of life as well as international audiences. The Museum has three areas of expertise: Holocaust remembrance, Holocaust scholarship and education, and genocide prevention.
In carrying out its important memorial and educational mission, the Museum is guided by its institutional values for our workplace: Honor the memory of the victims; carry out our work with dignity, humility, integrity and respect for others; and strive for excellence through teamwork, rigor, and a culture of continuous learning. Consistent respect for others is the foundation for trust, collegiality and inclusion.
Information about the role
The Museum is going through transformational change as an institution and Human Resources is an essential partner in identifying, developing and implementing new strategies, policies and processes to support strategic plans and our people, the foundation of our work and future success.
As a member of the Office of Human Resources team, the Human Resources Business Partner (HRBP) is responsible for Human Resources strategy delivery and support to assigned client groups across the institution; meeting HR goals and priorities on assigned projects and playing a key role in the continuous improvement of the Human Resources function. The HRBP will also provide professional guidance, coaching, and oversight to their clients in consultation with the Chief Human Resources Officer (CHRO), as needed, for the following: recruitment; succession planning; organizational development; training; compensation; performance management; employee relations, HR metrics; and employment policies and procedures.
This is a visible, hands-on position that requires continuous problem solving, engagement with multiple stakeholders, and the ability to follow work through to full completion individually and in collaboration with others. To be successful and effective, the HRBP must be proactive, flexible, customer service oriented and thrive in a dynamic, complex and often demanding environment. Strong communications, organizational and time and project management skills are also important for this role.
This is a full-time donated position (non-Federal) paid with the Museum's private funds. Salary is commensurate with experience.
This position is located in Washington, DC and is hybrid telework eligible, within the local commuting area of the Museum worksite.
Duties, and Responsibilities for the role
Applies HR expertise to proactively and strategically perform work and support the Chief Human Resources Officer, HR teammates, assigned client groups and the organization in achieving fundamental and strategic objectives.
Provides HR leadership that sets an example for a culture of strong collaboration and accountability and plays a key role in developing an environment of teamwork, critical thinking, and working cross functionally.
Uses HR System data to evaluate available information, analyze trends, validate needs and recommend solutions and strategies to the Chief Human Resources Officer and assigned clients.
Initiates and recommends improvements to HR policies and procedures to include: writing and editing policies and ensuring communication and understanding of changes.
Partners with Talent Acquisition in the development of a recruitment and hiring strategy for assigned clients in order to advance DEAI goals and position the Museum to better compete for, acquire and retain top talent.
Provides oversight and guidance to assigned clients for internal promotions; compensation decisions; talent movement within/across offices to meet organizational priorities and goals, talent development, succession planning and further equal opportunity and DEAI goals.
Consults with client groups and makes recommendations on organizational development/effectiveness improvements across the Museum.
Works with key Museum partners to enhance staff communication effectiveness.
Supports and implements the annual Performance Review process to include: maximizing system understanding and utilization; communication of the process and timelines; developing and conducting training for supervisors and employees and providing managers with coaching in providing effective feedback.
Provides coaching and feedback to assigned teams and leaders to support building leadership accountability; strong teams; and enhanced talent management.
Actively communicates and participates in briefings and/or weekly meetings with the Chief Human Resources Officer.
Conducts regular meetings with respective business units and participates in both client staff and leadership team meetings.
Consults with management, providing HR guidance when appropriate.
Manages and resolves complex employee relations issues for Donated and Federal Employees in collaboration with key partners. Conducts effective, thorough, and objective investigations.
Coordinates with the designated Federal Human Resources staff and partners for matters or issues related to Federal Employees.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Provides guidance and input on business unit restructures, workforce planning, and succession planning.
Conducts exit interviews, regularly summarizes and reports on trends, and uses information to highlight strengths and make recommendations for improvement.
Collaborates with vendors and cross functional teams to ensure delivery of HR services.
Maintains knowledge of industry trends and all federal and state regulations to ensure organizational compliance.
Leverages data and metrics to develop solutions, programs, and policies.
Provides HR reporting to the Chief Human Resources Officer, and senior leaders as needed or requested.
Ensures that office records and reports are organized and diligently maintained; supports ongoing pivot to electronic recordkeeping.
Contributes to special projects and performs other duties as assigned.
Minimum Qualifications for the role
Bachelor's degree or equivalent years of work experience.
Ten+ years of human resources management experience in for-profit; non-profit or public- private partnership organizations.
Demonstrates strong critical thinking, analytical and problem-solving skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Current knowledge of employment law and federal and state employment regulations.
HR experience gained from multiple HR generalist roles; specialist experience a plus.
Demonstrated ability to manage multiple priorities; work under pressure with tight deadlines; and manage multiple projects at once.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Demonstrated ability to acquire a thorough understanding of organizational structures, jobs, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong written and verbal communication skills.
Strong presentation skills and comfortable presenting in front of small and large audiences.
Demonstrated experience with HRIS systems, internet-based research, and general office productivity tools (i.e., Google, Word, Excel, PowerPoint)
Ability to build presentations and develop new knowledge and skills to enhance the audience experience and engagement.
Strong aptitude for developing, editing, communicating, and implementing HR policies, procedures, and practices.
Preferred Qualifications for the role
Human Resources experience in working with public-private partnership organizations with federal government and/or OPM expertise.
HRCI Certified Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR) or Global Professional in Human Resources (GPHR) credential.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.
Advanced degree in human resources management, business, organizational psychology.
Change management experience.
Experience with Dayforce Software (formerly Ceridian Dayforce).
Interested applicants must send their resume and cover letter; applications without a cover letter will not be considered.
The Museum is committed to cultivating and maintaining a culture of diversity, equity, accessibility and inclusion (DEAI). Please click
here
to view the Museum Statement on Diversity, Equity, Accessibility and Inclusion (PDF).
Benefits Highlights:
The U.S. Holocaust Memorial Museum values employee wellness, work-life balance and the diversity of what this means for individual employees in life and work. We are proud to offer a comprehensive benefits package for benefits-eligible employees that includes generous paid leave benefits, health, dental, and vision insurance, flexible spending accounts, a health savings account with an employer contribution, 403(b) retirement plan with a generous employer match and contribution, group term and supplemental life insurance, short and long-term disability, commuter subsidy, access to two employee assistance programs, as well as voluntary critical illness and accident insurance coverage, long-term care and pet insurance options. Our policies also support telework and other flexible schedule options based on the job, work and team collaboration requirements.Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)