People and Business Partner - Equity and Belonging

About Second Harvest of Silicon Valley

Founded in 1974, Second Harvest of Silicon Valley is one of the largest food banks in the nation and a trusted nonprofit leader in ending local hunger. The organization distributes nutritious groceries through a network of nearly 400 partners at drive-thru and walk-up sites across Santa Clara and San Mateo counties. Due to the prohibitively expensive cost of living in Silicon Valley, the economic downturn caused by the COVID-19 pandemic, and the rise in inflation, Second Harvest is now serving an average of 460,000 people every month. Second Harvest also connects people to federal nutrition programs and other food resources and advocates for anti-hunger policies on the local, state, and national levels. To learn more about how Second Harvest is responding to the incredible amount of need in Silicon Valley, visit shfb.org.

About the Position

Reporting to the Director of People Experience, the People & Business Partner Equity and Belonging (E&B) will take ownership and accountability for key business departments and provide recommendations to guide decisions related to talent management, employee engagement, compensation, organizational structures, retention, and other employee-related activities. The position formulates partnerships across the HR function and at all levels of management to deliver value-added services to management and employees that reflect the organization's business objectives. This role will function within an area of expertise, described as a specialty area of focus, in addition to the standard business partner responsibilities.

This job might be for you if:

• You are passionate about ending hunger and want to create a culture of belonging, equity, and an excellent employee experience.
• You enjoy managing a wide variety of human resources tasks and are comfortable with thinking analytically and strategically.
• You are detail-oriented, process-driven, and can see the big picture.
• You have strong verbal and written communication skills, and prefer to work in a collaborative manner as much as possible.

Key Responsibilities

• Contribute to the business conversation with partners to develop a direction that aligns with organizational goals.
• Provide overall management or direction for HR programs and solutions, including succession strategy, talent development, employee engagement, change management processes, and talent acquisition strategy and planning.
• Address critical organizational and people issues and remove barriers impeding success.
• Provide inputs to annual budget recommendations on staffing, L&D opportunities, and staff recognition.
• Build performance management capabilities by coaching leaders to effectively address performance issues and deliver effective feedback (e.g., coaching, counseling, career development, disciplinary actions).
• Play a leadership role in how Human Resources can support and create a more inclusive culture with equitable and accessible HR programs.
• Strategize with management and HR Director methods to minimize employee relations issues while resolving complex employee relations issues. Conduct effective, thorough, and objective investigations.
• Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
• Identify training needs for business units, teams, and individuals. In partnership with the L&D Business Partner, participate in evaluating and monitoring training programs to ensure success. Follow up to ensure training objectives are met.

Key Responsibilities in specialty area: Learning and Development (L&D)

• Partner with department leaders to identify L&D needs and align programs with organizational goals.
• Develop, implement, and evaluate learning and development programs, including leadership training, technical skills, and personal development.
• Oversee the Learning Management System (LMS), ensuring effective tracking, reporting, and administration of employee learning.
• Conduct needs assessments to identify skill gaps and recommend relevant training programs.
• Collaborate with external vendors or industry experts to provide specialized training opportunities.
• Manage internal development programs, including mentorship, coaching, and leadership development initiatives.
• Foster a learning culture across the organization by promoting continuous professional development.
• Measure the impact of L&D initiatives through feedback, performance data, and retention metrics.
• Support career progression initiatives and develop succession plans for key positions.
• Stay updated on industry trends and best practices in learning and development.

Key Responsibilities in specialty area: Labor Relations (LR)

• Act as the primary point of contact for labor union representatives and manage relationships with unionized employees.
• Advise leadership on labor-related issues, including contract negotiations, dispute resolution, and grievance handling.
• Review and interpret collective bargaining agreements (CBAs) to ensure compliance with all terms and conditions.
• Provide counsel to management on employee relations issues, including conflict resolution, disciplinary actions, and workplace investigations.
• Ensure compliance with local, state, and federal labor laws, including wage and hour regulations, workplace safety, and union rights.
• Facilitate labor contract negotiations, including preparing proposals, collecting data, and advising on strategies.
• Develop and deliver training on labor relations policies and compliance for managers and supervisors.
• Monitor labor relations trends and advise on proactive measures to reduce workplace conflict and improve employee engagement.
• Serve as a mediator in disputes between employees and management, promoting constructive resolution.
• Assist in the development of fair and equitable workplace policies.

Key Responsibilities in specialty area: Equity and Belonging (E&B)

• Develop, implement, and drive E&B initiatives that align with the organization's values and strategic goals.
• Collaborate with leadership to set measurable E&B goals and ensure they are incorporated into organizational practices and policies.
• Assess the organization's current E&B culture through surveys, focus groups, and feedback, and recommend improvements.
• Oversee the development of employee resource groups (ERGs) and ensure they are supported with necessary resources and leadership.
• Create and deliver training programs that promote awareness of equity and belonging in the workplace.
• Work with People and management teams to ensure equitable treatment in compensation, performance evaluations, and career development.
• Foster a workplace culture that values belonging and supports employees' individual identities and experiences.

The ideal candidate will possess the following professional qualifications:

• Ability to establish relationships and collaborative partnerships (internal and external) at all levels of the organization.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Knowledge and exposure to best management practices.
• Proven ability to remain flexible and agile in an ever-changing environment.
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Ability to thoroughly understand the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Willingness to learn, grow and tackle expanded duties as business needs evolve.
• Attention to detail and the ability to effectively handle multiple priorities.
• Exceptional verbal communication and presentation skills, and skilled in the use of Microsoft Office - Word, Excel, and PowerPoint.
• 5-7 years of HR Experience: Employee Relation Specialist, HR Manager, HR Generalist, or HR Business Partner.
• SHRM /PHR certification is preferred.

Desired Specialty Qualifications:

• L&D
• Experience with Learning Management Systems (LMS) and e-learning platforms.
• Strong understanding of employee development, training methods, and leadership development.
• Excellent communication, organizational, and project management skills.
• Ability to analyze learning needs and create tailored training programs.

• LR
• Read, analyze, and logically interpret labor contracts, court cases, laws, Merit System Rules, arbitration decisions, policies, and procedures.
• In-depth knowledge of labor laws and collective bargaining processes.
• Strong negotiation and conflict resolution skills.
• Experience managing relationships with union representatives.

• E&B
• In-depth understanding of diversity, equity, and belonging (DEI) principles, practices, and policies.
• Knowledge of organizational development strategies to foster inclusive and equitable workplace environments.
• Familiarity with cultural intelligence and the ability to navigate diverse cultural perspectives in a global workforce.
• Understanding of unconscious bias and its impact on decision-making, hiring, promotions, and employee interactions.
• Strong ability to approach workplace challenges with an understanding of cultural nuances, ensuring respect and inclusivity in all aspects of HR operations.
• Ability to identify and address systemic barriers to equity and implement strategies to create a more inclusive and equitable workplace.

Reports To

Director of People Experience

Location

Second Harvest of Silicon Valley, 4001 N. First Street San Jose, CA 95134

This is a hybrid position. An employee's regular remote work site should be within driving distance of one of Second Harvest's locations and must be within the state of California.

Hours

Full-Time. Exempt. 40 hours/week, with some evening and weekend work as necessary.

Compensation

$109,654 - $131,585 is the wage range for this position. The salary wage offer will be commensurate with skills, experience, and specialty assigned. Outstanding and generous health benefits program, 4-5 weeks of Flexible Time Off (vacation and sick), eleven paid holidays, and retirement plan.

EOE

Second Harvest is committed to being an equal opportunity employer which values diversity. Under-represented groups are encouraged to apply for all positions.