Manager, HR Business Partner

The Lucas Museum of Narrative Art seeks a Manager, HR Business Partner to anchor our People and Culture team within the Organization Development & HR Operations area. Reporting directly to the Chief People and Culture Officer and partnering with other members of the People & Culture leadership team, this strategic role involves overseeing employee relations, policy development, HR compliance, organizational design, succession planning, performance management, and HRIS system administration. The ideal candidate will lead efforts to support and enhance organizational development, ensuring alignment with the museum's strategic priorities and values.
RESPONSIBILITIES

Report directly to the Chief People and Culture Officer and collaborate with the People & Culture leadership team to align HR strategies with organizational goals
Oversee employee relations, policy development, and HR compliance, ensuring all practices are up-to-date and in alignment with legal standards and museum values. This involves conducting audits and implementing necessary policy adjustments
Lead strategic organizational design and development initiatives, including conducting talent reviews and managing succession planning processes
Manage the performance management process, including training and support for all levels of staff
Administer the museum's intranet and People & Culture Department page, ensuring it is a valuable resource for all employees
Manage personnel files and oversee HRIS system administration, ensuring accurate and timely submission of personnel action forms within Paycom
Develop and communicate employee communications related to policy changes, organizational announcements, performance management cycles, talent reviews, and succession planning
Analyze feedback from the suggestion box and support the development of policies related to safety & compliance across multiple locations
Provide strategic HR business partnership across the museum, supporting employee and labor relations including complaint processes and Performance Improvement Plans (PIP)
Participate in various projects within the People and Culture organization as assigned
CORE COMPETENCIES

Analyzing -

Analyzes numerical data, verbal data and all other sources of information; breaks information into component parts, patterns and relationships; probes for further information or greater understanding of a problem; makes rational judgements from the available information and analysis; produces workable solutions to a range of problems; demonstrates an understanding of how one issue may be a part of a much larger system
Adhering to Principles & Values -

Upholds ethics and values; demonstrates integrity; promotes and defends equal opportunities, builds diverse teams; encourages organizational and individual responsibility towards the museum stewardship
Planning & Organizing -

Sets clearly defined objectives; Plans activities and projects well in advance and takes account of possible changing circumstances; Manages time effectively; Identifies and organizes resources needed to accomplish tasks; Monitors performance against deadlines and milestones
Leading & Supervising -

Provides others with a clear direction; sets appropriate standards of behavior; delegates work appropriately and fairly; motivates staff; provides staff with development opportunities and coaching; recruits staff of a high caliber
Deciding & Initiating Action - Makes prompt, clear decisions which may involve tough choices or considered risks; takes responsibility for actions, projects, and people; takes initiative, acts with confidence, and works under own direction; initiates and generates activity for the division
Adapting & Responding to Change

- Adapts to changing circumstances; accepts new ideas and change initiatives; adapts interpersonal style to suit different people or situations; shows respect and sensitivity towards differences; deals with ambiguity, making positive use of the opportunities it presents
Working with People -

Demonstrates an interest in and understanding of others; Adapts to the team and builds team spirit; Recognizes and rewards the contribution of others; Listens, consults others and communicates proactively; Supports and cares for others; Develops and openly communicates self-insight
Dealing with Ambiguity - Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty
QUALIFICATIONS

Bachelor's degree in Business Administration, Human Resources, or related field
5+ years of HR business partner or generalist experience, with a focus on organizational development and HR operations
Demonstrated experience in policy development, HR compliance, and performance management
Proficient in HRIS systems, preferably Paycom, and intranet administration
Excellent communication, leadership, and interpersonal skills
Ability to manage multiple priorities and adapt to changing organizational needs

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