LifeLabs Learning is the source for instantly useful, delightfully unusual, science-backed programs. We teach skills to build passionate and high-performing teams faster.

We don’t view humans as resources; instead, we focus on providing the resources people need to work with meaning. We are a community of lifelong learners who get excited about brain science and research, encouraging our colleagues and collaborators to do their best work, and growing our company with kindness. Our values are proof points of our commitment to creating an environment that is both productive and playful.

Our diverse community of researchers, consultants, facilitators, operators, technologists, and experience designers supports our focus on motivating companies, teams, and people to create a culture of work that brings out the best in their people - just like us! Learn more about us here!

LifeLabs Learning is the source for instantly useful, delightfully unusual, science-backed programs. We teach skills to build passionate and high-performing teams faster.

We don’t view humans as resources; instead, we focus on providing the resources people need to work with meaning. We are a community of lifelong learners who get excited about brain science and research, encouraging our colleagues and collaborators to do their best work, and growing our company with kindness. Our values are proof points of our commitment to creating an environment that is both productive and playful.

Our diverse community of researchers, consultants, facilitators, operators, technologists, and experience designers supports our focus on motivating companies, teams, and people to create a culture of work that brings out the best in their people - just like us! Learn more about us here!

People Partner (HR Business Partner)

​​We’re looking for a people partner that wants to support an incredible team of intelligent, funny, kind, and delightfully unique individuals.  Could that be you?  Come help us turn the workplace into a practice lab for life’s most useful skills!

As our People Partner, your mission would be to support all people initiatives and processes to achieve our organizational goals.  This role is ideal for someone who can build trust quickly across the organization and has a track record of providing hands-on support and strategic insight to drive initiatives aligning people, culture, performance, and engagement.  You will report directly to the Chief People Officer and partner closely with other POPs leaders.

A week in the life of a People Partner:

1. People Processes & Policies 

Purpose: Drive all people processes and policies to ensure clarity, transparency, and adoption across the company.

  • Provide people policy guidance and interpretation
  • Manage and resolve complex employee relations issues
  • Understand and lead others on how identity, privilege, and power play into people systems and conflict
  • Partner with the Director of IDEA to navigate microaggressions, discrimination and bias, and supporta culture of inclusion
  • Provide expert advice to Labmates to develop awareness of human resource policies, to promote compliance and facilitate best practice outcomes and mitigate risk
  • Conduct effective, thorough and objective investigations while keeping in mind the impacts of identity, power, and privilege
  • Develop and implement new people policies in partnership with the Director of Legal & Compliance
  • Ensure compliance with labor laws and regulations
  • Review all candidate background check reports for employment authorization 
  • Support  success enablement strategies to support team growth and development
  • Partner with Department Heads, Team Leads, and Role Sponsors to analyze people data and trends to develop solutions, programs, and opportunities for learning
  • Maintain documentation of key people processes 
  • Build new, and iterate on existing, people initiatives and programs
  • Support change management efforts with an emphasis on gaining commitment and adoption of key people initiatives
  • Partner with the Employee Experience Specialist to ensure adherence to all people compliance related situations

Success metrics: 

  • Role Sponsors give an average score to be agreed upon for the following questions in a quarterly POPs support survey:
    • “I have received the support I need to ensure my team is effective and engaged." 
    • "POPs is a highly collaborative, thought partner in my people support needs."
  • Maintain the agreed upon annual retention rate determined at the end of the previous year
  • Deliver Labmate Engagement:  Meet the agreed upon % of Labmates agree "I am satisfied with my overall LifeLabs experience"

2. Org Design & Enablement

Purpose: Support our Grow Kind philosophy to ensure we have the right resources at the right time and continue to develop our leaders to think strategically about our people.

  • Support  success enablement strategies driven by Team Enablement (L&D) to support team growth and development
  • Provide guidance and input on business unit restructures, workforce planning and succession planning
  • Guide leaders through the role creation/revision process
  • Support Labmates through performance assessment and enablement processes and tools (performance discussions, development trackers, the  Formal Evaluation Period, etc.)
  • Work closely with leaders to optimize work relationships, build morale, and increase engagement, retention, and productivity
  • Collaborate with and guide stakeholders on workforce planning efforts which may include re-organizations and restructures, and aligning job descriptions.
  • Provide compensation guidance on new or revised roles and internal and external offers

Success metrics: 

  • Deliver a monthly HR dashboard 
  • Maintain an agreed upon  annual retention rate 
  • Ensure all business critical roles have a documented succession plan 

3. Special Projects

Purpose: Support and  grow LifeLabs by applying your unique strengths, skills, and knowledge in ways that align with business objectives. 

  • Spot inefficiencies, look for opportunities to streamline, improve, and scale our people processes
  • Suggest new processes and automations to Talent Lead to streamline and improve our recruiting & hiring processes
  • Deliver full-cycle projects (start to finish) in a collaborative manner with timely results
  • Assist with a variety of special projects for POPs
  • Clarify contributors (i.e., DACI = driver, approver, consultant, informed) for collaborative projects.
  • Involve Labmates who may be impacted by your project (either as consultants or to be informed).
  • Write a clear Definition of Done for every project and, when applicable, success metrics.
  • Always Be Learning: seek feedback from your collaborators and Project Sponsor.

Success Metrics:

  • Achieve a 100% on-time project completion rate (or provide early notice if you cannot).
  • Collect feedback from project sponsors and collaborators.
  • Be able to answer: “I know how this project contributes to LifeLabs priorities and objectives.”

Each project and initiative will also have its own set of success measures.  

Click the People Partner- what to expect doc to find out more about the role logistics and what onboarding/beyondboarding would look like!

People Partner  requirements: 

  • Minimum of 5 years of experience resolving complex employee relations issues
  • Proven working knowledge of multiple people disciplines, including compensation and benefit practices, organizational diagnosis, employee relations, diversity, success enablement, and federal and state respective employment laws
  • Excellent verbal and written communication, interpersonal and customer service, organizational and attention to detail skills
  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
  • Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
  • Strong analytical and problem-solving skills
  • People development prowess -- including empathy skills, coaching, feedback, helping set priorities, and creating an inclusive, fair, and engaging team culture and climate.
  • Strategic thinking and planning skills, including the ability to identify metrics, identify (and adjust) priorities, anticipate and mitigate risks, and involve the right stakeholders at the right times.
  • Ability to collaboratively create people processes and communicate effectively 
  • Excellent time management skills with a proven ability to meet deadlines
  • Superb conflict resolution skills

Preferred but not mandatory:

  • Experience partnering with a PEO (professional employer organization)
  • Experience working with mission-driven startups and/or high-growth companies.

The deets:

  • Start date(s): August 15th, 2022,
    • Apply by June 13th, 2022 
  • Location:
    • Remote (can be based anywhere in the U.S.)
  • Starting Salary: $85K-$95K starting base salary
    • Starting salary matches your skills and readiness for the role assessed during the interview process.
  • Compensation: salary + bonus (Success Share)
    • Our compensation system is transparent and consistently applied throughout the company. As you take on new responsibilities, you can expect a yearly compensation increase, so long as you are meeting the role expectations #AlwaysBeLearning! This translates into a predictable raise up to $120K base salary, after which your base salary will increase based on an annual cost of living adjustment.
    • Additionally, you will be eligible to participate in our annual Success Share program which is a 10% bonus on your earnings when we hit our annual revenue target.
      • Year 1: 10% of 85K Year 2: 10% of 95K Year 3: 10% of 105K Year 4: 10% of $115K Year 5: 10% of $120K Year 6: 10% of $120K + 2% Merit Increase
  • Benefits: medical, dental, and vision insurance 18 vacation days, 10 federal holidays, 2 LifeLabs holidays, 2 floating holidays, 1 Values Day, Kind Fridays (employees have the option to end work at 3pm local time on Fridays), and CLean Break (Paid Time Off benefit during the last week of the year), 401K, team profit share, annual Learning FUNd and Learning Days, lending library, dedicated peer coach, ongoing training, biannual team retreats, and more!

Want to know what to expect ahead? 

Step 1: Complete the application below.

Step 2: Do a self-led, working session to get a sense of the role and give us an opportunity to see your skills in action

Step 3: Join a behavioral interview related to the role and our company values.

Step 4: Join us for a knowledge assessment where we’ll ask you more about your skills, knowledge, and experience related to the role.

*Note: All live interviews will be recorded and erased after 1 year of the interview.

To start! If you're interested: please send us your resume and complete the application below.

Let’s do this! Come be part of a team where you will learn something new every day, challenge yourself and others, laugh a lot, and make a real impact by helping people master life’s most useful skills.

Want to apply but not sure if you'd be the right fit? If we sound like the right place for you, we want to hear from you. There is no 'perfect' candidate. Everyone brings something different to the team, and our diversity of backgrounds, experiences, perspectives, and identities makes LifeLabs Learning an amazing place to work. We are interested in every qualified candidate who is eligible to work and lives in the United States (excluding Alaska). However, we are not able to sponsor work visas at this time. LifeLabs Learning is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. LifeLabs Learning is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request a reasonable accommodation, please let us know in your application or email us at Work@LifeLabsLearning.com

P.S. Please take the necessary steps to allow list the LifeLabs (@LifeLabsLearning.com) and Greenhouse (@Greenhouse.io) domain so that you receive all emails related to your application process. Alsoplease make sure to check your spam folder as emails from LifeLabs and/or Greenhouse can be marked as spam. Here are some common allow list solutions to fix this problem.


Please note that the interview and hiring team will not have access to your personal Equal Employment Opportunity Commission information during the interview process. We may not be able to respond to every application, but please know that we very much appreciate your interest and time (and always keep resumes on file for future opportunities).

Apply for this Job

* Required

  


LifeLabs Demographics Questionnaire

Thanks so much for applying to work with us at LifeLabs! We care deeply about developing inclusive practices that mitigate bias and cultivate diversity. Our hiring process is structured, our interviewers receive ongoing training to minimize their own biases, our role requirements are based on skills rather than traditional experience, and we dedicate resources to make sure our job postings reach people with diverse backgrounds and identities.

To understand the strengths and gaps of our hiring process, it helps us to know more about the demographic makeup of our candidate pool. The demographics you share will not be linked to - nor have an impact on - your application. However, it will help us continue centering our focus on IDEA (inclusion, diversity, equity, and anti-bias) at LifeLabs.
 
With that said, please share how you identify in the following categories.
Gender Identity












Sexual Orientation or Attractionality











Race










Religion












Disability (Select one)



Neurodiversity (neurodivergent is used to describe someone whose cognitive functioning is different from the “typical”, including autism spectrum disorders, ADHD, anxiety disorders, intellectual disabilities, schizophrenia, mood disorders, and dyslexia) (Select one)



Caregiver Status (Select one)



Language (Select one)



Immigration Status





Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in LifeLabs Learning’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.