Lawrence Berkeley National Laboratory has a new opening for a Senior Diversity Integration Partner to join our Inclusion, Diversity, Equity, & Accountability (IDEA) Office. This role will support the Chief DEI Officer to implement Berkeley Lab's IDEA vision and strategy, and will collaborate with key partners and stakeholders to operationalize our IDEA culture and principles within Berkeley Lab's talent and business processes. The ideal candidate will be highly skilled in HR consulting, DEI-related consulting, program management, and project management.
The IDEA Office is responsible for building and leading Berkeley Lab's IDEA strategy to advance inclusion, diversity, equity, and accountability within our organization. Our strategy includes integrating IDEA principles within institutional and business processes and practices, including the talent life cycle. This work requires an understanding of internal and external trends and best practices, designing and deploying data-informed solutions, and collaborating with senior leaders, HR, and employee working groups. We believe in fostering a diverse workforce; diverse in experiences, perspectives, and backgrounds. We also believe a culture of inclusion is key to attracting and engaging the brightest minds and advancing our record of scientific excellence and groundbreaking innovations. Visit us at https://diversity.lbl.gov/.
What You Will Do:
Serve as a key contributor towards converting the Lab's IDEA objectives and goals into sustainable and scalable solutions, and track related progress of our IDEA strategic plan and US Department of Energy Diversity and Inclusion Plan.
Partner closely with Human Resources to advance talent life cycle integration of IDEA concepts, including awareness of data-informed trends and interventions internally and externally (e.g., private industry, University of California, national lab complex).
Serve as a trusted resource and strong partner for HR Business Partners; provide subject matter expertise and consultation on local IDEA action plans or initiatives within business units (Areas/Divisions) and under the IDEA Strategic Framework.
IDEA pillars: workforce, workplace, and community.
Workforce pillar includes 'Talent Lifecycle:' attract, select, engage, and retain.
Talent lifecycle includes talent processes from the employee experience, e.g., talent acquisition, performance management, learning and development, career advancement, outreach, and ways in which IDEA (for decision-making, integration, and responsibility) impacts and interacts with those processes and programs.
Collaborate with leaders and members of IDEA Lab-wide working groups to drive results under our strategic focus areas, specifically goals related to IDEA within talent processes.
Track and report on related progress of our action plans, specifically goals related to talent processes, in partnership with Human Resources.
Serve as the Human Resources Division liaison for the DEI Office, to ensure alignment with HR on IDEA efforts and to connect employees with their HR representatives when contacted with HR-related inquiries.
Strengthen partnership with and support IDEA Senior Leadership Council or working groups related to IDEA and talent processes.
Partner with FAIR Office, Employee and Labor Relations, Laboratory Directorate, Strategic Communications, and Legal Counsel on complex employee relations issues related to IDEA, culture, change management, and political climate and activity, and contribute towards appropriate actions and resolution.
Navigate and understand perspectives of various communities (e.g.,Employee Resource Groups), employee levels (e.g., individual contributors, supervisors, managers, and senior leaders), and work locations (e.g., offsite offices, remote workers) to gather data and contribute towards developing guidance for equitable decision-making and concerns related to inclusion and culture.
Partner with HR and DEI team as needed on Lab-wide and/or Area/Division-specific workplace culture surveys, such as question selection, quantitative and qualitative response review, recommended solutions addressing data-informed gaps, and communication guidance.
What is Required:
Bachelor's degree in HR, Business or a related discipline and 8 years of progressive work experience in HR, with at least 3 years of experience as an HR Business Partner, Manager, or equivalent; or equivalent combination of education and experience.
Demonstrated experience in HR and/or DEI consulting, partnering with leaders and diverse client groups to develop and implement effective business and people strategies and data-informed solutions.
Strong understanding and knowledge of talent processes and workforce management, including talent acquisition, performance management, promotions, and succession planning.
Strong understanding and knowledge of how DEI best practices and organizational culture interact with talent processes and workforce management, including approaches for improvement (e.g., diverse representation, equitable recruitment and hiring practices, inclusive leadership, implicit bias red flags).
Demonstrated coaching skills and ability to influence and build strong working relationships with leaders, managers, colleagues, customers, and external partners.
Ability to communicate effectively, including verbal, written, and presentation skills, including ability to leverage collaboration technology within a virtual environment.
Strong analytical and problem-solving skills with proven ability to organize, analyze, and present data, and leverage data for solutions.
Demonstrated project management skills and ability to drive and execute initiatives to achieve business objectives (independently and as part of a team) working at all levels (strategic, operational, tactical).
Excellent technical skills, including strong proficiency in developing and using spreadsheets and presentation slides, leveraging business intelligence platforms, and demonstrated adaptability with new and emerging technologies.
Working knowledge of federal and state employment laws (e.g., FLSA, FMLA/CFRA, ADA, EEO/AA).
HR consulting or diversity and inclusion related coursework and/or training.
Experience working in a technology, research, or STEM organization.
Experience supporting an organization experiencing rapid and complex change with effective change management
SPHR, SHRM, or other HR certifications.
For full consideration, please submit your resume and cover letter by November 22, 2020.
This is a full-time career appointment, exempt (monthly paid) from overtime pay.
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.
Work will be primarily performed at Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA.
Equal Employment Opportunity: Berkeley Lab is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status. Berkeley Lab is in compliance with the Pay Transparency Nondiscrimination Provision under 41 CFR 60-1.4. Click here to view the poster and supplement: "Equal Employment Opportunity is the Law."
Lawrence Berkeley National Laboratory encourages applications from women, minorities, veterans, and other underrepresented groups presently considering scientific research careers.
Internal Number: 91282
About Lawrence Berkeley National Laboratory
In the world of science, Lawrence Berkeley National Laboratory (Berkeley Lab) is synonymous with excellence. Thirteen scientists associated with Berkeley Lab have won the Nobel Prize. Fifty-seven Lab scientists are members of the National Academy of Sciences (NAS), one of the highest honors for a scientist in the United States. Thirteen of our scientists have won the National Medal of Science, our nation's highest award for lifetime achievement in fields of scientific research. Eighteen of our engineers have been elected to the National Academy of Engineering, and three of our scientists have been elected into the Institute of Medicine. In addition, Berkeley Lab has trained thousands of university science and engineering students who are advancing technological innovations across the nation and around the world. Berkeley Lab is a member of the national laboratory system supported by the U.S. Department of Energy through its Office of Science. It is managed by the University of California (UC) and is charged with conducting unclassified research across a wide range of scientific disciplines. Located on a 200-acre site in the hills above the UC Berkeley campus that offers spectacular... views of the San Francisco Bay, Berkeley Lab employs approximately 4,200 scientists, engineers, support staff and students. Its budget for 2011 is $735 million, with an additional $101 million in funding from the American Recovery and Reinvestment Act, for a total of $836 million. A recent study estimates the Laboratory's overall economic impact through direct, indirect and induced spending on the nine counties that make up the San Francisco Bay Area to be nearly $700 million annually. The Lab was also responsible for creating 5,600 jobs locally and 12,000 nationally. The overall economic impact on the national economy is estimated at $1.6 billion a year. Technologies developed at Berkeley Lab have generated billions of dollars in revenues, and thousands of jobs. Savings as a result of Berkeley Lab developments in lighting and windows, and other energy-efficient technologies, have also been in the billions of dollars. Berkeley Lab was founded in 1931 by Ernest Orlando Lawrence, a UC Berkeley physicist who won the 1939 Nobel Prize in physics for his invention of the cyclotron, a circular particle accelerator that opened the door to high-energy physics. It was Lawrence's belief that scientific research is best done through teams of individuals with different fields of expertise, working together. His teamwork concept is a Berkeley Lab legacy that continues today.