What are the responsibilities and job description for the People & Culture Partner position at Pacific Science Center?

Pacific Science Center, 200 Sue Bird Court N., Seattle, Washington, United States of America Req #407

Thursday, February 13, 2025

At Pacific Science Center, our mission is to ignite curiosity in every child and fuel a passion for discovery, experimentation, and critical thinking in all of us. Our colleagues are passionate lifelong learners who live our mission every day. Each of us commits to bring an inclusion, diversity, equity, and access (IDEA) focus in every aspect of our work. Join our collaborative team and help steward our warm, welcoming, community-learning environment at PacSci.

As part of our ongoing commitment to a diverse, equitable, and inclusive workplace, we're invested in building teams with a wide variety of backgrounds, identities, and experiences. Data shows that women and BIPOC candidates more frequently do not apply to a job because they don't feel that they meet all of the qualifications listed. If you have some of the knowledge, skills, and abilities listed and you share PacSci's values and support our mission, we encourage you to apply.

Position Title : People & Culture Partner

Department : People & Culture

Reports to : Vice President of People & Culture

Pay Class : Full-time Regular

Position Summary

The People & Culture (P&C) Partner provides comprehensive support to assigned divisions, functioning as a strategic partner to managers and offering HR support to Colleagues. This role ensures alignment with Pacific Science Center's mission and guiding principles by delivering exceptional services in workforce planning, employee engagement, benefits administration, performance management, and compliance. The P&C Partner also plays a pivotal role in enabling collaboration between P&C Specialists, and divisional stakeholders.

Division Support and Strategic Partnership
Serve as the primary point of contact for assigned divisions and support them in running a smart and responsible business through the lens of people and culture.
Provide broad and specific HR support tailored to the unique needs of each division and align P&C strategies with organizational goals and nurture excellence in our people.
Meet regularly and consistently with ELT leader, Managers / Supervisors.
Take a "seat at the table" and attend recurring team meetings as often as possible to observe team in action so as to become familiar with business rhythms and team dynamics
Collaborate and escalate complex and specialized issues to the appropriate P&C Specialist
Maintain accurate employee records and documentation within Dayforce
Inspect what we expect by observing processes and policies in action. Identify opportunities for continuous improvement.
Ongoing support of new P&C programs as they are launched
Support each Colleague Lifecycle milestone
Attract & Acquire

Collaborate on Job Descriptions : Work with business leaders to create clear, engaging, and inclusive job descriptions that accurately reflect the role, required skills.

Support the Hiring Process : Assist in screening resumes, conducting interviews, and advise on offer letters and compensation negotiations

Enhance Candidate Experience : Create a seamless and positive experience for all candidates, from the application process through onboarding

Onboard

Support creation of Structured Onboarding Programs at Functional and Job level : to ensure new hires are equipped with the knowledge, tools, and resources they need to succeed.

Facilitate Role Clarity : Collaborate with leaders to clearly define expectations, responsibilities, and objectives for all roles

Coordinate with Leaders : Partner with managers to establish consistent onboarding experience, including structured check-ins, feedback sessions, and goal-setting discussions.

Monitor Progress : Regularly assess new hire satisfaction and performance during the onboarding period through surveys, one-on-one meetings, and feedback loops.

Address Challenges Early : Work with managers to identify and resolve any obstacles that might hinder a new hire's acclimation or performance.

Support leaders in communicating clear objectives and deliverables annually and ensure that Colleagues understand their performance goals

Engage & Retain

Conduct Stay Interviews : Hold regular conversations with Colleagues to understand their needs, gather feedback, and identify ways to improve their experience. Organically monitor engagement levels to identify opportunities and concerns.

Facilitate Team Building : in Partnership with ELT leaders, support team-building activities and events that strengthen relationships, improve collaboration and enhance morale.

Connect to the Mission : Communicate the Science Center's mission and values clearly and regularly to ensure employees understand their role in driving the organization's purpose.

Promote Learning and Growth

Identify Learning Needs : Work closely with managers to assess skill gaps and training needs.

Provide Guidance on Career Growth : Conduct one-on-one consultations with employees to help them set career goals, identify development opportunities, and personalized growth plans.

Collaborate on Succession Planning : Work with leadership to identify high-potential employees and develop tailored plans to prepare them for future leadership roles.

Assess & Reward

Guide Performance Review Preparation and Guidance : Assist leaders in evaluating Colleague performance and writing constructive reviews. Coach leaders on delivering effective feedback that is specific and actionable

Organizational Talent Reviews (OTR) : Support the end-to-end OTR process at the divisional level by ensuring leaders have the tools and data needed to evaluate team performance

Manage Talent

Address Colleague Inquiries : Serve as a primary resource for employees regarding benefits, leave policies, and eligibility requirements, providing clear and timely answers.

Ensure Policy Compliance : Process leave requests and benefits enrollments in accordance with organizational policies and relevant laws (e.g., FMLA, ADA).

Recognize High Performers : Collaborate with leaders to identify high-performing employees and create development plans to prepare them for future leadership roles.

Support Talent Realignment : Partner with divisions to realign teams or roles to better meet organizational goals, balancing skills and resources effectively.

Handle Employee Relations Issues : Assist in conducting investigations into workplace concerns, facilitating resolutions that align with policies and promote fairness.

Promote Positive Workplace Culture : Act as a mediator to address conflicts and provide guidance to leaders and employees on fostering a respectful and collaborative environment

Position Requirements

Emphasizes the Partner's role as a bridge between employees, managers, and P&C Specialists, focusing on collaboration, problem-solving, and relationship management.

HR Fundamentals

Broad understanding of HR practices. Proficiency in Office 365 and experience with HRIS systems (e.g., Ceridian Dayforce).

Employee Relations

knowledge of best way to manage day-to-day employee relations, Familiarity with creating, implementing, and enforcing policies. Awareness of strategies to mediate disputes.

Basic Employment Law

General understanding of employment laws and regulations to spot issues requiring Specialist or General Counsel team escalation.

Collaboration and Communication

Ability to assess employee concerns and escalate appropriately and clearly articulate HR policies, procedures, and updates to employees and managers. Excellent attention to detail. Ability to build trust with Colleagues and Managers.

Change Management – ability to work with leaders to set a vision for change, and to hold the tension as the team navigates the change curve, feeling supported and well informed.

Coaching and Advising

proficient at coaching managers on employee relations, policy adherence, and team dynamics. Commitment to inclusion, diversity, equity, and access (I.D.E.A.) principles.

Project and Time Management

Capable of managing projects, ensuring that deliverables are delivered as expected and managing competing priorities in a fast-paced environment.

Professionalism and Problem Solving -Demonstrates flexibility in responding to shifting priorities while maintaining a proactive and solutions-focused mindset. Handles sensitive employee matters with discretion, empathy, and confidentiality, effectively identifies patterns or root causes of workplace issues and takes appropriate steps to address them.

Service Orientation -Focused on delivering high-quality, employee-centric support with a strong sense of urgency and resolve disputes and issues promptly.

Cultural Awareness

Navigating organizational complexity with sensitivity to cross-departmental and cultural differences.

Qualifications :

Bachelor's degree or equivalent work experience.

3 years of HR experience, including exposure to Partner functions such as recruitment, benefits, employee relations, and performance management.

Preferred : Certification such as SPHR or SHRM-SCP; experience in multi-state employment law and / or compensation.

This position description generally describes the principal functions of the position and the level of knowledge and skills typically required. It does not constitute an employment agreement between the employer and the employee, and it is subject to change as the needs of the employer and the requirements of the job change.

Compensation

Pay is based on several factors, including market location, job-related knowledge, skills, and years of experience.

Starting Base Salary Range : $78,000 - 80,000 / annually

In addition to base salary, regular employees working 40 hrs / week can expect the following benefits :

Medical, Dental, Vision, basic life insurance, and disability insurance

4 weeks of vacation, 12 floating holidays, and sick pay

403(b) Retirement Savings

Employee Assistance Program

Pacific Science Center stands with those who are courageously fighting against hate, racism, and injustice. We recognize that not being racist is not sufficient. We must be actively anti-racist, and we commit to doing so. We prioritize inclusion, diversity, equity, and access in everything we do.Curiosity and critical thinking are essential to the dialogue and changes that need to happen.

Pacific Science Center complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and / or to receive other benefits and privileges of employment, please contact us atHRDepartment@pacsci.org

Pacific Science Center, 200 Sue Bird Court N., Seattle, Washington, United States of America

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Salary : $78,000 - $80,000

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