People Business Partner, Non-Health Services

% of Role

ESSENTIAL FUNCTIONS

Labor & Employee Relations

• Apply CBA terms accurately in routine situations, recognize ambiguity, and escalate appropriately
• Partner with labor representatives and leaders to address issues early and constructively, preparing case facts and contract research as needed
• Manage employee relations cases end-to-end with sound documentation and timely follow through
• Conduct or support investigations consistent with the CBA and Center policy
• Support respectful labor management communication and reinforce workplace expectations​

Leadership Support & Workforce Development

• Coach supervisors and managers through performance and workplace issues with clarity and empathy
• Partner with leaders on staffing needs and succession considerations aligned with contractual and organizational priorities
• Support learning plans and employee growth paths in collaboration with relevant partners
• Serve as a resource on policy interpretation and equitable, values-aligned decision making
• Reinforce respectful workplace behavior and Center values in daily practices

Compliance & Leave Administration

• Follow Center policies and federal, state, and local requirements while maintaining accurate records and audit documentation
• Administer leave programs, including FMLA, CFRA, ADA, and workers' compensation, ensuring regulatory compliance and clear communication
• Escalate complex leave, compliance, or risk related mattersin a timely manner
• Identifying gaps, flagging risks early, and supporting policy, compliance, and audit initiatives
• Collaborate with Counsel, P&C leadership, Legal, Equity, and Finance to ensure aligned and compliant practices

Operations & Documentation

• Follow defined workflows and document processes accurately and consistently
• Maintain confidentiality and appropriate boundaries in all matters
• Use P&C systems and tools effectively, support consistent data capture, and learn new systems with guidance
• Produce accurate and timely documentation that meets service standards
• Surface workflow pain points and suggest practical process improvements

Data & Organizational Insight

• Use basic workforce reports, such as turnover and leave data, to inform actions and escalate early warning signs
• Propose pragmatic solutions grounded in policy, CBA requirements, and organizational values
• Demonstrate understanding of the Center’s operational context, including cost, staffing, and service implications at the team level
• Share knowledge and collaborate across Talent Acquisition, Total Rewards, Learning and Development, Legal, Equity, Finance, and program leadership
• Support peers and contribute to consistent service delivery across the P&C function

Equity & Inclusive Practice

• Embed an equity lens in case handling and decision-making
• Surface potential bias and ensure culturally competent practice
• Promote access, respectful communication, and fair treatment across employee interactions
• Align people practices with organizational values and inclusive workplace standards