DescriptionOverview RTI International is one of the world's leading research institutes, dedicated to improving the human condition by turning knowledge into practice. Headquartered in Research Triangle Park, North Carolina. Our staff of nearly 6,000 provides research and technical services to governments and businesses in more than 75 countries in the areas of health and pharmaceuticals, education and training, surveys and statistics, advanced technology, international development, economic and social policy, energy and the environment, and laboratory testing and chemical analysis. The Human Resources Business Partner 1 (HRBP 1) provides comprehensive client support to multiple small groups, maintaining regular communication with staff and leaders, including supervisors and managers within the client groups. This role takes charge of collecting, coordinating, and contributing to solutions for various people-related activities, actively engaging stakeholders and leveraging HR expertise to drive organizational effectiveness and build trust. We are seeking an HR Business partner to support the Data Collection Staff (DCS) in the Social, Statistical, and Environmental Sciences (SSES) business unit. Social, Statistical and Environmental Sciences (SSES) performs a wide range of research and technical services focused on important public policy issues in health, environment, education, criminal justice, and social welfare. Over 3,000 staff support more than 1,000 projects each year. SSES is passionate about Improving the Human Condition, and believe Equity, Diversity, Inclusion, and Belonging is very important. Responsibilities • Build Trust and Open Communication: Foster trust and maintain regular contact with employees and managers, promoting open communication and sharing ideas and concerns. Establish contacts across HR to collect, coordinate, and contribute to solutions. Regularly interact with management within RTI. • Exhibit Business Awareness, Curiosity, and Passion: Show genuine interest in the business, pose insightful questions, and comprehend organizational goals and challenges. Demonstrate curiosity and passion about the business and ask questions to deepen own understanding. Have a broad awareness of business themes and represent the RTI values and Employer Value Proposition (EVP). Integrate external and internal best practices to find better solutions. • Convert Business Needs into Action: Apply business acumen and HR expertise to implement agile and practical strategies for people and workforce-related initiatives within assigned client group. Translate business needs into action and address workforce issues. • Enhance Talent and Organizational Success: Collaborate with managers to implement company-wide People programs and initiatives, including workforce planning, talent management, succession planning, talent development, salary reviews, and change management. Support company-wide programs and initiatives in client group(s). Optimize overall organizational success and retain top talent. • Assess Skills and Gaps: Identify people-related challenges and skill gaps that impact business plans. Collaborate with managers to enable the skills, competencies, and potential of team members. Support managers in identifying high potential employees and designing personalized development plans. • Resolve Employee Relations Issues: Employ a systematic approach to address HR matters and resolve employee relations issues. Consult with employees and managers to address the root causes of human resources issues. • Mediate difficult employee relations and/or interactions as a neutral party, partnering closely with the Employee Relations Center and legal counsel. • Embrace Best Practices: Emphasize the importance of diverse perspectives. Assimilate both internal and external best practices. Take initiative to discuss work with others as needed. Execute Strategic Initiatives: Foster collaboration with midlevel managers to execute strategic initiatives. Participate in implementing strategic actions and assist in the development of strategic goals. • Contribute to HR Processes and Platforms: Support the development and implementation of HR processes and platforms tailored to meet specific business needs. Contribute to key HR processes and platforms to address specific business needs. • Distribute Business Unit-wide Messages and Policies: Ensure communication of business unit-wide messages and policies to employees and managers, ensuring alignment with management's review • Participate in Change Activities: Engage in change-related activities, supported by business managers and broader HR team (including COE specialists), to meet evolving business needs and facilitate smooth transitions. Assist with the implementation of the change plan. Support the onboarding for participants to the change and outline effective ways of working. • Implement Corporate Policies: Collaborate with management to implement and communicate corporate policies related to HR, organizational development, and employee practices. Execute Solutions: Implement HR solutions developed in collaboration with HR Centers of Excellence (COE). • Articulate Deliverables and Timelines: Clearly communicate deliverables and timelines. Seek out HR COE resources and expert help. Articulate deliverables and timelines and leverage HR COE resources when needed. • Collaborate with HR Colleagues: Foster collaboration and knowledge sharing across HR functions. Connect with HR colleagues across the functions. Address and resolve cross-team issues. Settle disputes internal to HR on policy and practice decisions. • Communicate & Escalate to Management: Review HR activities, risks, recommendations, and decisions with management, seeking guidance and approvals as required. Regularly communicate significant employee issues to management. Consult with management on decisions that impact the business and HR methodologies and gain consensus prior to communication with the client. Escalate conflicts among stakeholders and settle disputes. Supports the identification of people issues and capability gaps in delivering business plans. Qualifications Job Requirements are a combination of qualifications and related experience. • Bachelor's Degree and 8 years of experience, Master's degree and 6 years of experience, PhD and 1 years of experience, or equivalent combination of education and experience. Skills and Abilities • Bachelor's degree and experience in relevant field (E.g., Human Resources, Business Administration, or a related field). • Advanced degree or certifications a plus. • Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving. • Excellent interpersonal skills and a collaborative mindset for building strong relationships and effective teamwork. • Ability to listen and communicate well both verbally and in writing. • Ability to work collaboratively in a team environment and build strong relationships. • Demonstrated ability to be flexible and adaptable in a dynamic work environment. • Ability to prioritize multiple tasks. • Ability to work independently. • Attention to detail and accuracy. • Solid understanding of and working experience with HRIS system and Microsoft Office products. • Ability to obtain proper security clearances as noted by contracts. • Demonstration of the RTI Values and Lead Forward behaviors by all employees is critical to the Institute’s success. • Behaviors associated with our Values and Lead Forward can been found on RTI Insider and Careers page. EEO & Pay Equity Statements For San Francisco, CA USA Job Postings Only: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Further information is available here. RTI accepts applications to our job openings from candidates with criminal histories or conviction records in accordance with all applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. The anticipated pay range for this role is listed below. Our pay ranges represent national averages and may vary by location as a geographic differential may be applied to some locations within the United States. RTI considers multiple factors when making an offer including, for example: established salary range, internal budget, business needs, and education and years of work experience possessed by the applicant. Further, salary is merely one element to our offer. At RTI, we demonstrate our commitment to rewarding individual and team achievement through a total rewards package. This package includes (among other things) a competitive base salary, a generous paid time off policy, merit based annual increases, bonus opportunities and a robust recognition program. Other benefits include a competitive range of insurance plans (including health, dental, life, and short-term and long-term disability), access to a retirement savings program such as a 401(k) plan, paid parental leave for all parents, financial assistance with adoption expenses or infertility treatments, financial reimbursement for education and developmental opportunities, an employee assistance program, and numerous other offerings to support a healthy work-life balance
ResponsibilitiesBuild Trust and Open Communication: Foster trust and maintain regular contact with employees and managers, promoting open communication and sharing ideas and concerns. Establish contacts across HR to collect, coordinate, and contribute to solutions. Regularly interact with management within RTI. • Exhibit Business Awareness, Curiosity, and Passion: Show genuine interest in the business, pose insightful questions, and comprehend organizational goals and challenges. Demonstrate curiosity and passion about the business and ask questions to deepen own understanding. Have a broad awareness of business themes and represent the RTI values and Employer Value Proposition (EVP). Integrate external and internal best practices to find better solutions. • Convert Business Needs into Action: Apply business acumen and HR expertise to implement agile and practical strategies for people and workforce-related initiatives within assigned client group. Translate business needs into action and address workforce issues. • Enhance Talent and Organizational Success: Collaborate with managers to implement company-wide People programs and initiatives, including workforce planning, talent management, succession planning, talent development, salary reviews, and change management. Support company-wide programs and initiatives in client group(s). Optimize overall organizational success and retain top talent. • Assess Skills and Gaps: Identify people-related challenges and skill gaps that impact business plans. Collaborate with managers to enable the skills, competencies, and potential of team members. Support managers in identifying high potential employees and designing personalized development plans. • Resolve Employee Relations Issues: Employ a systematic approach to address HR matters and resolve employee relations issues. Consult with employees and managers to address the root causes of human resources issues. • Mediate difficult employee relations and/or interactions as a neutral party, partnering closely with the Employee Relations Center and legal counsel. • Embrace Best Practices: Emphasize the importance of diverse perspectives. Assimilate both internal and external best practices. Take initiative to discuss work with others as needed. Execute Strategic Initiatives: Foster collaboration with midlevel managers to execute strategic initiatives. Participate in implementing strategic actions and assist in the development of strategic goals. • Contribute to HR Processes and Platforms: Support the development and implementation of HR processes and platforms tailored to meet specific business needs. Contribute to key HR processes and platforms to address specific business needs. • Distribute Business Unit-wide Messages and Policies: Ensure communication of business unit-wide messages and policies to employees and managers, ensuring alignment with management's review • Participate in Change Activities: Engage in change-related activities, supported by business managers and broader HR team (including COE specialists), to meet evolving business needs and facilitate smooth transitions. Assist with the implementation of the change plan. Support the onboarding for participants to the change and outline effective ways of working. • Implement Corporate Policies: Collaborate with management to implement and communicate corporate policies related to HR, organizational development, and employee practices. Execute Solutions: Implement HR solutions developed in collaboration with HR Centers of Excellence (COE). • Articulate Deliverables and Timelines: Clearly communicate deliverables and timelines. Seek out HR COE resources and expert help. Articulate deliverables and timelines and leverage HR COE resources when needed. • Collaborate with HR Colleagues: Foster collaboration and knowledge sharing across HR functions. Connect with HR colleagues across the functions. Address and resolve cross-team issues. Settle disputes internal to HR on policy and practice decisions. • Communicate & Escalate to Management: Review HR activities, risks, recommendations, and decisions with management, seeking guidance and approvals as required. Regularly communicate significant employee issues to management. Consult with management on decisions that impact the business and HR methodologies and gain consensus prior to communication with the client. Escalate conflicts among stakeholders and settle disputes. Supports the identification of people issues and capability gaps in delivering business plans    📚 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟯! 🌍🤝 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟯 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔, 𝗜𝗢𝗠 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀! 🌐  
  ⚠️ 𝐂𝐡𝐚𝐧𝐠𝐞 𝐘𝐨𝐮𝐫 𝐋𝐢𝐟𝐞 𝐍𝐨𝐰: 𝐏𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐓𝐞𝐜𝐡𝐧𝐢𝐪𝐮𝐞𝐬 𝐡𝐨𝐰 𝐭𝐨 𝐠𝐞𝐭 𝐚 𝐣𝐨𝐛 𝐢𝐧 𝐭𝐡𝐞 𝐔𝐧𝐢𝐭𝐞𝐝 𝐍𝐚𝐭𝐢𝐨𝐧𝐬 𝐍𝐎𝐖! 

QualificationJob Requirements are a combination of qualifications and related experience. • Bachelor's Degree and 8 years of experience, Master's degree and 6 years of experience, PhD and 1 years of experience, or equivalent combination of education and experience. Skills and Abilities • Bachelor's degree and experience in relevant field (E.g., Human Resources, Business Administration, or a related field). • Advanced degree or certifications a plus. • Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving. • Excellent interpersonal skills and a collaborative mindset for building strong relationships and effective teamwork. • Ability to listen and communicate well both verbally and in writing. • Ability to work collaboratively in a team environment and build strong relationships. • Demonstrated ability to be flexible and adaptable in a dynamic work environment. • Ability to prioritize multiple tasks. • Ability to work independently. • Attention to detail and accuracy. • Solid understanding of and working experience with HRIS system and Microsoft Office products. • Ability to obtain proper security clearances as noted by contracts. • Demonstration of the RTI Values and Lead Forward behaviors by all employees is critical to the Institute’s success. • Behaviors associated with our Values and Lead Forward can been found on RTI Insider and Careers page 






    📚 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟰! 🌍🤝 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟰 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗜𝗢𝗠, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀!  🌐   





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    📚 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟰! 🌍🤝 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟰 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀! 🌐