Job Details

Lawrence Berkeley National Lab's (LBNL) Human Resources Division has an opening for an HR Deputy to join the team.

The HR Deputy, People and Talent Strategies will report to the Chief HR Officer and be a key member of the HR Leadership Team. This role combines strategic oversight of the HR Division's talent initiatives and leadership of the Talent Strategies Center of Expertise. The incumbent will drive organizational performance through innovative HR programs, aligning talent strategies with the institution's mission and goals. As a senior HR leader, the HR Deputy will collaborate with the HR Leadership Team and organizational leaders to ensure the HR Division meets its strategic objectives and service delivery commitments.

What You Will Do:

HR Division Deputy (Strategic Oversight & Execution of People and Talent Strategies):

1. Leadership in HR Strategy Execution: Provide strategic leadership in executing People and Talent Strategies, ensuring alignment with institutional goals. Collaborate with the Chief HR Officer and HR Leadership Team to define and meet objectives across all HR initiatives. Oversee HR strategies supporting recruitment, retention, development, workforce planning, and change management. Manage key internal and external relationships to align HR efforts with organizational goals. Serve as spokesperson for the HR Division in the Chief HR Officer's absence.
2. Oversight of HR Division Initiatives: Oversee HR programs and policies, ensuring compliance with standards and alignment with organizational needs and business strategies. Lead collaboration across HR teams to design and implement initiatives that enhance organizational effectiveness and address the Laboratory's evolving needs.
3. Contribute to HR policy development in response to organizational needs, regulatory changes, and industry trends. Identify and mitigate risks to ensure compliance and minimize organizational exposure. Use deep knowledge of the organization to influence policy decisions and promote innovative HR solutions.

Talent Strategies, Programs, and Services Leader

1. Lead and manage the Talent Strategies, Programs & Services team, overseeing talent acquisition, employee programs (e.g., Performance Management, Employee Engagement, Flexible Work), and Change Management initiatives. Provide strategic direction, mentorship, and ensure alignment with organizational talent goals while driving continuous improvement.
2. Talent Acquisition & Workforce Development: Oversee recruitment strategies to attract, retain, and develop top talent, aligning with the Laboratory's goals and fostering a culture of talent excellence. Lead employee value proposition (EVP) and retention programs to maximize engagement and enhance the employee experience.
3. Design and execute talent management programs, including workforce development, internal mobility, and succession planning, aligned with business strategies and the Laboratory's long-term goals. Lead initiatives to cultivate a high-performance culture through performance management, flexible work, and employee experience programs.
4. Continuous Improvement & Performance Metrics: Use data and KPIs to assess and adjust talent strategies for optimal outcomes in performance, engagement, and retention. Collaborate with leadership to identify talent gaps and guide skill development and hiring priorities.
5. Stakeholder Engagement & Organizational Alignment: Build strong relationships with key stakeholders to align talent strategies with organizational priorities. Advise senior leadership on talent management, organizational change, and workforce development, ensuring seamless integration of strategies across the organization.

What is Required:

1. Bachelor's degree in Human Resources, Business Administration, or related field or equivalent training and experience and a minimum of 12 years of relevant experience or an equivalent combination of education and experience.
2. Extensive experience in leading and managing HR functions, including directing multiple functional areas or teams. Ability to set goals, assess performance, and ensure that objectives are met across the organization.
3. Proven experience leading talent management programs and initiatives, such as talent acquisition, learning and organizational development, workforce development, performance management, etc.
4. Leadership & Strategic Thinking: Demonstrated ability to lead and influence across diverse functional areas, driving both short-term and long-term talent strategies in alignment with the organization's overall mission.
5. Expertise in translating strategic goals into actionable HR initiatives, ensuring alignment with the Laboratory's objectives and consistently delivering on organizational needs.
6. Complex Problem Solving & Decision Making: Advanced problem-solving capabilities, with a focus on abstract concepts and intangible variables. Provide strategic direction on complex HR issues that affect multiple functional areas and organizational goals.
7. Strong decision-making ability in high-stakes situations, ensuring that all talent strategies are executed with precision and aligned with business objectives.
8. Proven ability to collaborate effectively with leadership, peers, and functional staff, influencing decisions that affect both day-to-day operations and the long-term direction of the organization's HR strategies.
9. Demonstrated expertise in managing relationships with both internal and external stakeholders, ensuring alignment and consensus on key HR initiatives.
10. Organizational Leadership & Management: Adept at managing senior teams and ensuring that the Talent Strategies Center of Expertise operates efficiently, delivering high-impact programs to drive employee engagement, development, and organizational performance.
11. Talent Management Expertise: In-depth knowledge of talent management practices, including recruitment, retention, performance management, development, change management, and succession planning. Ability to innovate and implement new strategies to drive continuous improvement in these areas.
12. Strong analytical skills, with the ability to use data to inform decision-making, track program effectiveness, and ensure the alignment of talent strategies with organizational priorities.
13. Communication & Influence: Excellent verbal and written communication skills, with the ability to communicate complex HR strategies to diverse audiences, including executive leadership, internal teams, and external stakeholders.
14. Ability to tailor communication and materials to the audience, from C-suite executives to staff, ensuring clarity and alignment on HR strategies and initiatives.
15. Discretion & Impact: Strong judgment and discretion in managing sensitive and confidential HR matters. Understand the long-term impact of decisions, ensuring that all talent strategies contribute to the organization's success and sustainability.
16. Proven ability to manage complex, high-risk situations with a focus on achieving positive outcomes for the organization.
17. Expertise in driving change within the organization, applying proven change management techniques to successfully implement new HR strategies and ensure organizational alignment.
18. Constantly bringing new concepts and innovative practices into talent management, ensuring that the organization stays ahead of industry trends.

Desired Qualifications:

1. Completion of a graduate-level program in business, human resources, or finance.

Notes:

1. This is a full-time, career appointment, exempt (monthly paid) from overtime pay.
2. The full salary range of this position is between $206,388.00 to $348,252.00 per year and is expected to pay between a targeted range of $232,176.00 to $283,752.00 per year depending upon candidates' full skills, knowledge, and abilities, including education, certifications, and years of experience.
3. This position may be subject to a background check. Any convictions will be evaluated to determine if they directly relate to the responsibilities and requirements of the position. Having a conviction history will not automatically disqualify an applicant from being considered for employment.
4. As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.
5. Work will be primarily performed at Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA.

Want to learn more about working at Berkeley Lab? Please visit: careers.lbl.gov

Berkeley Lab is committed to inclusion, diversity, equity and accessibility and strives to continue building community with these shared values and commitments. Berkeley Lab is an Equal Opportunity and Affirmative Action Employer. We heartily welcome applications from women, minorities, veterans, and all who would contribute to the Lab's mission of leading scientific discovery, inclusion, and professionalism. In support of our diverse global community, all qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status.

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