Director, P&C Business Partner

SAG-AFTRA is the iconic American labor union that represents approximately 160,000 media professionals. Our employees support members by securing strong protections through negotiating wages, working conditions, health, and pension benefits. We preserve and expand work opportunities, enforce contracts, and protect members against unauthorized use of their work.

Responsibilities

Reporting to the Executive Director, People & Culture, the Director, P&C Business Partner develops and executes People and Culture strategies aligned with SAG-AFTRA’s mission, values, and goals. This role partners across the Human Resources function to deliver value-added service to management and employees, reflecting the organization’s business objectives.

• Provide functional expertise in one or more of the following areas: benefits, leave and reasonable accommodation administration (FMLA/CFRA/ADA), workers’ compensation, affinity groups, performance management, employee onboarding and assimilation, compensation, talent acquisition, training and development, policy compliance, or employee relations.
• Provide guidance and support in the administration of collective bargaining agreements.
• Collaborate with union leadership on contract negotiations, grievance procedures, and other labor relations matters.
• Offer P&C guidance and support to business unit leadership, adhering to applicable laws and collective bargaining agreements; identify innovative solutions for complex resource management issues.
• Coach leadership on proactively addressing and resolving performance and behavioral issues, recommending training where gaps exist.
• Manage and resolve employee relations issues through effective, thorough, and objective investigations; participate in Labor Management meetings.
• Recognize when to escalate problems to a higher level, as needed.
• Assist with maintaining compensation structure, base pay, bonus, and award programs.
• Partner with the Executive Director to create Total Rewards, ensuring alignment of talent and compensation leveling.
• Act as a strategic partner with business unit leaders to proactively identify people gaps and opportunities, propose changes, and facilitate change processes to mitigate risk.
• Build and maintain an effective job architecture and career frameworks, including conducting job analyses, developing competencies by level, job descriptions, and career progression guidelines.
• Facilitate workforce planning sessions, conversations, and development opportunities.
• Provide education, training, and development support for P&C colleagues, managers, and employees; collaborate with the Learning Team on staff training.
• Stay current on P&C trends to develop solutions using best practices in the field.
• Assist with the design of competitive and equitable compensation and benefits programs aligned with the union’s values.
• Perform other duties as assigned.

Requirements

To be considered, you must have:

• Expert knowledge of People Management best practices and ability to ensure compliance with all federal, state, and local laws and regulations.
• Ability to develop and implement creative staffing solutions while understanding the organization's business strategy.
• Strong people management skills; able to effectively lead and develop subordinates.
• Highly developed interpersonal skills: high degree of professionalism, patience, and tact.
• Ability to cultivate relationships with people from diverse backgrounds, both internally and externally.
• Strong communication skills in English, both oral and written.
• Strong consultative skills to collaboratively design impactful solutions and manage stakeholder expectations; exceptional listening skills—solicits constructive feedback to refine programs.
• Ability to use sound judgment, discretion, and maintain confidentiality.
• Ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.
• Exceptional customer service skills.
• Highly skilled in building trusting, collaborative relationships.
• Excel in interpersonal communication, inclusive leadership, and managing difficult situations and conversations.

Qualifications

Minimum Qualifications:

• Bachelor’s Degree in Human Resources or a related field and 8 years of broad Human Resources experience, or 10-12 years of relevant Human Resources experience.
• A minimum of four years of human resources management in a broad array of disciplines, including workforce planning, employee training and development, performance management, and employee/labor relations.
• Proven track record of designing and implementing strategic HR initiatives.
• Experience with HR technology systems and data analytics.
• Ability to navigate ambiguity and drive change.
• Comprehensive understanding of compensation, benefits, talent acquisition, retention, workforce planning, and performance management.

Preferred Background:

• SPHR or SHRM-SCP certification preferred.
• Experience in a unionized environment, with a deep understanding of labor relations, collective bargaining, and contract administration, a plus.
• Working knowledge of Google Suite, ADP Workforce Now, iCims, and PerformYard a plus.

Competencies

• Member Service
• Communication
• Dependability/Accountability
• Leadership
• Project/Process Management
• Job Knowledge
• Adaptability
• Teamwork
• Innovation
• Developing Employees

Benefits

• Affordable and comprehensive medical and dental plans.
• Generous pension plan.
• Employee discounts and perks.
• Balance between work and home life responsibilities.

Pay

The salary range for this position is $150,000 annually.