People & Culture Partner

Position Title: People & Culture Partner Department: People & Culture Reports to: Vice President of People & Culture Pay Class: Full-time Regular FLSA Status: Salaried Exempt   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.   Essential Duties & Responsibilities 1. 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  2. 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.

Salary : $78,000 - $80,000