Senior HR Business Partner

San Francisco Symphony; San Francisco (CA); Hybrid; USD 107,000 - 119,000; Full time

Job summary

San Francisco Symphony seeks a Senior HR Business Partner to lead HR operations, ensuring compliance while aligning HR strategies with organizational objectives. The role encompasses labor relations, engagement strategies, and workforce planning, making it essential for a high-performing workplace atmosphere.

Qualifications

• 7-10 years of progressive HR experience, including 3-5 years in HR leadership.
• Strong knowledge in healthcare benefits and retirement plans.
• Ability to analyze HR metrics and drive data-informed decisions.

Responsibilities

• Oversee day-to-day HR operations ensuring compliance and policy development.
• Partner with leadership to drive HR initiatives supporting business goals.
• Conduct internal investigations and provide conflict resolution.

Skills

Labor Relations

HR Strategy

Employee Engagement

Performance Management

Compliance

Education

Bachelor's degree in Human Resources

Master's degree in Human Resources or Organizational Development

Tools

HRIS systems

Microsoft Excel

Job description

Job Details Job Location: Main Location - San Francisco, CA Salary Range: $107767.00 - $118282.00 Salary/year Description

Senior Human Resources Business Partner

HR Department

Work Status:

Regular Full Time

FLSA Status:

Exempt

Location of Job:

Davies Symphony Hall San Francisco, CA

Salary:

107,767-118,282/ Year

Schedule:

Hybrid

Regular Hours:

9 am-5 pm

Reports To:

Sr. Director of Human Resources

Supervisory:

No

THE ORGANIZATION

The San Francisco Symphony is widely considered to be among the most artistically adventurous and innovative arts institutions in the U.S. Under the artistic direction of Esa-Pekka Salonen, the Orchestra is a leading presence among the American orchestras at home and around the world, celebrated for its artistic excellence, creative performance concepts, active touring, award-winning recording, and standard-setting education programs. Esa-Pekka joined the San Francisco Symphony in 2020 along with a group of eight Collaborative Partners from a variety of cultural realms who collectively form a new artistic leadership model.

The San Francisco Symphony presents more than 220 concerts and presentations annually for an audience of nearly 450,000 in its home of Davies Symphony Hall and through its active national and international touring. A Cornerstone of the organization’s mission, the San Francisco Symphony’s education programs are the most extensive offered by any American orchestra today, providing free comprehensive music education to every first- through fifth-grade student in the San Francisco public schools, and serving more than 75,000 children, students, educators, and families annually.

The SFS has won such recording awards as France’s Grand Prix du Disque and Britain’s Gramophone Award, as well as 15 Grammy Awards.

In 2004, the SFS launched the multimedia Keeping Score on PBS-TV and the web. In 2014, the SFS inaugurated SoundBox, a new experimental performance venue and music series located backstage at Davies Symphony Hall. SFS radio broadcasts, the first in the nation to feature symphonic music when they began in 1926, today carry the Orchestra’s concerts across the country. In 2021, SFS+, a digital streaming platform, was launched to subscribers all over the world.

JOB SUMMARY:

The Senior HR Business Partner for the San Francisco Symphony is an experienced HR professional with strong expertise in HR operations, talent management, performance management, compensation design, organizational development, employee training, labor law compliance (policy development/maintenance), employee relations, healthcare benefits and retirement plans. In this role, the Senior HRBP will oversee SFS’s day-to-day HR operations, ensuring compliance with government agencies and developing and enforcing HR policies and procedures. The Senior HRBP plays a crucial role in aligning HR strategies with business objectives while ensuring compliance, including with union agreements. This position requires a deep understanding of labor relations, collective bargaining agreements (CBAs), and employee engagement within a unionized workforce.

The Senior HRBP serves as a trusted advisor to leadership, and leads workforce planning, employee engagement, and talent management, contributing to a high-performing workplace. Through their knowledge and experience in HR operations, compliance, employee relations, wellness, and benefits and retirement plans, the Senior HRBP helps to create a workplace culture that supports the well-being and success of employees, and that drives the success of San Francisco Symphony.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:

Labor Relations & Union Engagement

• Serve as the primary HR partner of supervisors of union employees.
• Interpret and help implement collective bargaining agreements (CBAs).
• Support grievance procedures, negotiations, and conflict resolution.
• Ensure compliance with labor laws and union contracts.

HR Strategy & Business Alignment

• Partner with leadership to drive HR initiatives that support business goals.
• Provide guidance on workforce planning, talent management, and organizational development.
• Implement HR policies that align with union agreements and company objectives.

Employee Relations & Performance Management

• Serve as an objective employee advocate on employee relations issues.
• Provide solutions, resolve problems & oversee business decisions from a labor law perspective.
• Conduct internal investigations and make recommendations for resolution. When necessary, work with an external investigator and utilize the outcome(s) to make recommendations for resolution.
• Assist in solving complex employee relations issues, including conflicts, performance management, and disciplinary actions.
• Provide guidance and coaching to managers and employees on HR policies and procedures, and HR-related matters.
• Foster a positive work environment through effective communication and engagement strategies.
• Support performance management processes while ensuring fairness and compliance with applicable union agreements.
• Provide coaching and training to enhance employee productivity.
• Identify underperforming areas and develop improvement plans.
• Address employee concerns and facilitate resolution in collaboration with supervisors and, when applicable. union representatives.
• Foster a culture of continuous improvement.

Employee Development

• Partner with managers to identify areas of employee development.
• Leverage applicable resources developed by other communities of practice.
• Facilitate leadership and soft skills workshops.
• Design coaching and mentoring initiatives.
• Collaborate with HR and management to align development programs with business goals.

Employee Engagement

• Develop and execute employee engagement initiatives to boost morale and retention.
• Develop and implement employee recognition programs that reward employees for their contributions.
• Partner with HR staff to design and conduct surveys to gather feedback and assess employee satisfaction; analyze results to present findings and suggestions to management.
• Help brainstorm team-building activities, workshops, and events to promote a positive work environment.
• Collaborate with HR, employee groups, and leadership to implement engagement strategies.
• Provide training and coaching to managers on improving employee relations.
• Monitor and analyze engagement metrics, making recommendations for improvement.
• Maintain open communication channels between employees and management.

Compensation Management

• Conduct market research, analyze data and prepare reports to help influence business decisions and salary benchmarking to ensure competitive pay structures.
• Oversee job evaluations and classification processes.
• Help to implement and manage compensation programs that align with company objectives, ensure competitive pay practices, and attract and retain top talent.
• Analyze market trends and ensure compliance with federal, state, and local compensation laws.
• Collaborate with HR and leadership to align compensation programs with business goals.
• Provide guidance on pay equity and internal salary structures.
• Collaborate with finance and HR teams to maintain compliance with compensation structures.
• Ensure accurate payroll processing in accordance with union agreements and federal and state regulations.
• Implement employee payroll changes when necessary and maintain back-up documentation.

HR Operations

• Monitor adherence to all HR policies, practices and procedures.
• Work with the HR team to develop, implement, and execute HR and benefit policies and procedures to ensure compliance across the entire organization.
• Provide shared responsibility with HR team on Employee Benefits orientation, Open Enrollment, and completion of annual employee enrollments.
• Work with the Benefits and HRIS Manager to effectively communicate with employees on benefits related issues and concerns in a timely manner.
• Document administrative procedures for HR processes.
• Predict and execute transfer of data to external vendors.
• Ensure timeliness and accuracy of required reporting and fees.
• Ensure compliance with all applicable government regulations and employment laws and regulations, including anti-discrimination and harassment laws, for full-time, part-time, and temporary employees.
• Provide expertise and guidance to HR colleagues.

Recruitment:

• Work with Benefits and HRIS Manager and department heads to determine staffing needs and develop recruitment strategies.
• Assist as needed with the recruitment process, including posting job openings, screening resumes, interviewing candidates, and making job offers.
• Work with HR Business Partner to ensure successful onboarding for new hires.
• Ensure compliance with all recruitment-related laws and regulations.

Other:

• Projects and other work as outlined by the Sr. Director of Human Resources.

Qualifications

MINIMUM QUALIFICATIONS:

• Bachelor's degree in Human Resources or a related field; Master's degree in Human Resources or Organizational Development preferred.
• 7-10 years of progressive HR experience, including at least 3-5 years of experience in HR leadership, in prior roles working with senior leadership to develop, align and implement HR strategies.
• Strong knowledge in health care benefits, retirement plans, San Francisco City Options, ERISA, and other compliance-related regulations.
• Strong strategic thinking and ability to align HR initiatives with business goals.
• Ability to work independently with minimal oversight.
• Ability to successfully and effectively communicate and interact with all internal employees and a wide variety of external stakeholders.
• Ability to identify, influence, and collaborate with senior leadership.
• Strong leadership and management skills, with the ability to coach managers.
• Experience mentoring and developing HR staff.
• Comfortable working with limited information and/or details, with the ability to remain composed under pressure.
• Deep knowledge of HR policies, labor laws, and compliance regulations, including antidiscrimination and harassment laws.
• Experience guiding leaders and staff in change management.
• Experience guiding managers in organizational development and workforce planning.
• Ability to analyze HR metrics and drive data-informed decisions.
• Knowledge of HRIS systems and experience with data analysis and reporting
• Experience with recruitment, onboarding, and employee relations
• Strong project management and organizational skills.
• Ability to handle multiple tasks and priorities, and meet deadlines in a high-volume, fast-paced environment.
• Preferred Experience with Paycom HRIS and Payroll system
• Strong situational awareness; able to handle confidential and sensitive information with discretion.
• Skilled in managing up.
• Excellent computer skills, including Microsoft Word, Excel, Access, and PowerPoint.
• Must be available to work flexible hours and a hybrid schedule.

SUPERVISORY RESPONSIBILITIES

None

WORKING RELATIONSHIPS

The internal and external constituents with whom this position most frequently interacts include:

• Orchestra and Orchestra Personnel department
• Front of House union members and staff
• Patron Services union members and staff
• Stage crew staff liaisons
• HR team
• All Administrative Staff