Senior Director of People Relations (HRBP) - Reproductive Healthcare

Position Summary

Upstream USA is seeking a Sr. Director People Relations (HRBP) to join our dynamic People team. Reporting to our Vice President, People & Culture, the Sr. Director of People Relations (SDPR) will closely collaborate with our people managers and staff by developing strong, value-added partnerships on human resources related needs to support the achievement of organizational goals, priorities and objectives. The SDPR will work in collaboration with our Vice President of People &Culture and other members of our People Team to create and drive strong employee relations solutions, and provide Human Resources (HR) policy interpretation and guidance.  The SDPR  acts as an employee champion and change agent who  assesses and anticipates human resources related needs and proactively seeks to develop fair and integrated solutions.

Essential Duties and Responsibilities

The Sr. Director of People Relations ensures alignment between organizational operations, policies, practices and the successful deployment of People/HR Programs.  The SDPR /HRBP will be a strategic thinker and thought partner that is able to provide solutions that will marry the organization’s needs to a holistic people strategy.

HR Business Partner (HRBP)

• Provides consulting, counseling and coaching to departmental leaders and people managers in order to support the organization’s vision, mission, and overall objectives and performance guidelines.
• Proactively maintains effective relationships and communication with people managers and employees to help facilitate employee engagement, minimize problems and address situations professionally and in a timely manner.
• Provides HR policy interpretation and guidance, and reinforces the communication and rollout of new/updated programs, policies, and compliance activities to department groups.
• Advises people managers and department leaders on promotion, job expansions, and pay adjustment proposals with an equitable approach.
• Liaise with the People team and other department leaders to identify, develop and execute integrated solutions to build and sustain a productive workforce and environment.
• Maintains an effective level of literacy regarding organizational goals, culture and staff to help departments meet their business needs.

People (Employee) Relations

• Partners closely with our VP, People & Culture, Director of People Operations and other HR Programs teams to help create and drive strong employee relations solutions to minimize or mitigate risk.
• Manages and resolves complex employee relations issues. Proactively, partners with managers and employees to mitigate challenges. Conducts effective, thorough and objective investigations of workplace grievances and complaints in a timely manner and when necessary. Ensures objective, fair and impartial conclusions to bring an amicable outcome for all parties involved.
• Develops, recommends, implements and monitors employee relations practices and policies that establish a positive employer-employee relationship and promote a high level of engagement.
• Serves as an advisor to employees to support the navigation of career growth, colleague and people manager working relationships, performance related and other employee engagement matters.
• Trains and advises people managers in employee relations best practices. In collaboration with senior HR leadership and our Learning & Development team, will help to identify resources to help people managers become the front line responder in navigating employee issues.
• Advises managers in developing, presenting, and implementing disciplinary actions, performance improvement plans, and dismissals to ensure consistent application of organizational policies.
• Conducts effective, thorough and objective investigations on issues and complaints and recommends resolutions and disciplinary actions.
• Maintains in-depth knowledge of legal requirements related to day-to-day oversight of employees, reducing legal risks and ensuring regulatory compliance with all federal, state and local employment laws; and partners with external legal counsel as needed/required.
• Recommends and revises HR policies and procedures related to compliance, performance, accountability and employee relations, as necessary.

Additional HR Duties

• Partners across the People , Marketing & Communications and other relevant teams to help enable our mission through effective organizational communication, employee engagement, culture capabilities, talent management strategies and workforce evolution.
• Assists in advancing our organization’s commitment to our values and organizational Equity, Diversity and Inclusion goals and serves as an extension of the EDI team for operationalizing programs and initiatives.
• Will work closely with organizational leadership and staff to improve working relationships, build morale and strengthen culture, and increase productivity and retention.
• Help to drive initiatives to improve the employee experience.
• Communicates across organizational functions to make recommendations regarding talent management and development.
• Oversees compliance with all appropriate and relevant employment-related rules and regulations across all organizational geographies
• Provides recommendations on recruitment needs and employee talent assessments.
• Owns the creation of organizational people policies and the management of our employee case management software tool.
• Evaluates metrics associated with human resources and attrition
• Additional duties as assigned

Required Education, Experience, Knowledge, Skills and Ability

Upstream celebrates and fosters an inclusive work environment and encourages people of all identities, perspectives and backgrounds to apply.     

• 10+ years of experience working in human resources, with at least 8+ years of experience in employee relations mediation, and investigation to director-level employees ideally in a strategic HR Business Partner role.
• Strong consultative approach coupled with solid coaching skills, including employee advocacy and engaging clients in solution implementation and change processes.
• Demonstrable solutions-oriented approach
• Possesses deep experience and strong sense of care for a wide range of employee relationship matters and overall business partner support.
• Experience building trusted relationships across the organization as a business partner and with employees at all levels.
• Strong verbal and written communication skills including ability to be diplomatic and direct while maintaining effectiveness across differing work and communication styles.
• Comfort working in a fast paced organization in a highly visible role.
• Solid customer service orientation and relationship management skills, ability to work in partnership with others to assess and deliver services.
• Possesses strong business acumen within a corporate, professional association or non-profit organization.
• Knowledge of federal and state employment laws and regulations.
• Strong interpersonal skills, particularly in working with diverse, dispersed, and remote staff populations.
• Skilled in conflict management and effective in high stress and emotionally charged situations.       
• Demonstrable ethical practice including management of sensitive, confidential issues.
• Proficient with the Google Suite of products or related software.
• Ability to learn the organization’s HRIS system (ADP Workforce Now) .

Valued and Non-Essential Education, Experience, Knowledge, Skills and Ability

• Bachelor's degree a plus, preferably in human resource management or related field or equivalent level of experience, training, and education.
• Certified Professional (PHR/SHRM-CP) or Senior Certified Professional (SPHR/SHRM-SCP) credential.
• Master's degree in HR related field of study
• Nonprofit or mission driven employment experience

Other Upstream Staff Expectations

• Upstream USA’s COVID-19 Vaccine Policy requires employees to have completed a COVID-19 vaccine primary series unless a medical or religious exemption is approved. As a condition of employment, newly hired employees must provide proof of their COVID-19 vaccination or, if applicable, request a medical or religious exemption.
• All Upstreamers must also be able to attend work-related in-person meetings and functions as needed.
• In our hybrid work environments, there is a basic expectation that our Upstreamers will ensure that their work from home setups will have reliable access to phone and Internet to ensure connectivity to their teams.
• At Upstream we gather for moments that matter for training, teaming and connection. Our teams come together for occasional in person meetings and organizational retreats. As part of our hybrid work practices, this travel expectation will be applicable for all Upstreamers, even those based remotely.
• Engage in EDI learning & development, community engagement, and culture building activities up to 5% FTE (i.e., 2 work hours per 40 hour work week). Examples include attending trainings, conferences and summits, volunteering time, participating in local community events, mentoring and learning, participating in Communities of Belonging or Culture Council, developing language acquisition, learning universal design principles, and using professional development benefits for EDI topics, among other activities.

Travel Requirements

This role will require up to 20%  business travel. All Upstreamers can expect a minimum of 8 days of business travel per year to attend 1-2 annual organizational retreats and two annual team/department meetings.