People & Culture Partner

WHO WE ARE

Consumer Reports is an independent, nonprofit organization dedicated to a fair and just marketplace for consumers. Our team is made up of truth tellers, change agents, and consumer advocates who investigate and build coalitions to fight for fairness and justice in the marketplace for consumers. We leverage our evidence-based approach to demand safer products, a healthier environment, and equitable services for everyone. 

Our mission starts with you. We offer medical benefits that start on your first day as a CR employee that include behavioral health coverage, family planning and a generous 401K match. Learn more about how CR advocates on behalf of our employees.

Overview

In People & Culture at CR, no two days are the same. You will move seamlessly from coaching a manager to helping a frontline employee resolve a workplace concern.  From helping to refine a job description; to analyzing data in our HRIS, teamwork is the special ingredient in our People & Culture recipe.

As a member of the Talent Management team, the People and Culture Partner reports to the Director, Senior HRBP.  In this  role, you will help to implement initiatives that engage, develop, and retain the necessary talent to achieve the organization’s strategic objectives. 

If you have excellent professional judgment, deep experience in investigating and resolving employee relations issues, a passion for creating joy in the workplace, and you thrive on collaboration, we’d love to hear from you.

Under our CRFlex program, this is a hybrid position and is eligible for remote work up to 80%. The successful candidate must reside within 75 miles of one of our Yonkers headquarters  and be able to travel to Colchester, CT 1x per month.

This position is not eligible for sponsorship.

How you'll make an Impact:

Our Partners are committed to building and sustaining a high-performing, equitable and inclusive workplace. The People and Culture Partner will serve as a trusted advisor and resource to individual contributors, newly promoted managers, and department leads, providing skilled support on talent management, performance management and employee relations issues. You will also 

• Be the first point of contact for staff in your assigned client groups, connecting employees to resources and subject matter experts in the People & Culture department as appropriate
• Provide practical counsel and advice regarding the resolution of routine employee and labor relations issues matters, consulting with the HR Business Partner and/or Director, Talent Management as appropriate
• Document and investigate staff concerns of low to moderate complexity in accordance with all legal and regulatory requirements and best practices, providing timely follow up, if necessary, and keeping appropriate documentation; support organizational fact-finding efforts in response to administrative and legal proceedings
• Escalate complex and/or sensitive matters to the Director, Senior HRBP as appropriate
• Serve as a resource for staff with employment related questions and concerns; refer to appropriate resources such as EAP
• Manage staff transitions and status changes, including promotions, transfers, job realignments, and department restructuring
• Collect, analyze and present employee-related data providing skilled support on talent management, performance management, and employee relations issues. 

You’ll Be Highly Rated If:

• You have broad generalist experience. You have at least 5 years of experience in a people department. You have worked in a variety of areas that may include employee relations, payroll, benefits, talent acquisition, learning & development, compliance, and operations and you have developed strong skills and insights in several of these areas.
• You have a strong employee relations background. You have conducted multiple investigations in which you have collected relevant facts and analyzed them in light of legal and regulatory requirements. Your ability to listen objectively and with understanding helps you resolve conflicts among and between individuals and teams. 
• You have a solid background in labor and employment law. You understand laws and regulations that frame the essential parts of people-related work. You are able to spot potential issues related to and apply concepts from Title VII, ADA, ADEA, GINA, FLSA, FMLA, the Equal Pay Act, and the NLRA in your work. Staying up to date on legal and regulatory changes is a regular part of your professional development.
• You are committed to equity and inclusion. You understand that DEI is about more than recruitment numbers and multicultural celebrations. You can speak to the ways that you incorporate principles of equity and inclusion into your day-to-day work as a practitioner. 
• You thrive in a collaborative environment. You thrive in a highly matrixed environment and see it as an opportunity to build connections and learn. You can share numerous examples of how you have been successful implementing HR programs.
• You are an excellent communicator. You have created and delivered presentations to large and small groups. You are known for being an effective communicator with internal and external stakeholders. 
• You have a strong service orientation. Whether your stakeholder is internal or external, senior leader or frontline employee, you are adept at prioritizing requests and inquiries. You listen to understand, not only to respond.

You'll be one of our top picks if:

• You show evidence of continuing education including certification from an accredited program in HR management, labor relations, employee relations, or similar to supplement your subject matter knowledge.
• You have labor relations experience. You have partnered with business leaders who lead members of a collective bargaining unit. You may have firsthand experience interpreting union agreements and you may even have experience handling first and second-step grievances.
• You have supported leaders in the social sciences, engineering, or financial space. You have supported mechanical or electrical engineering professionals, survey or social science researchers, accounting teams,  or in organizations focused on engineering work.
• You have experience with learning and development. You can share success stories of how you have delivered engaging, interactive training to people managers and frontline staff. 
• You have a strong orientation to data. You have demonstrated experience making decisions based on data and are able to interpret data from engagement surveys, demographics, and exit surveys.
• You have experience with intentional culture change. You have been a people partner or generalist in an organization actively pursuing intentional culture change or other major enterprise-wide initiative to embed organizational values into people-related processes and practices.

Fair Pay & A Just WorkPlace

At Consumer Reports, we are committed to fair, transparent pay and we strive to provide competitive, market-informed compensation. The target salary range for this position is $100k to $120k. This posted range is reflective of the NY/CA market.  It is anticipated that most qualified candidates will fall near the middle of this range. Compensation for the successful candidate will be informed by the candidate’s particular combination of knowledge, skills, competencies, and experience.

Consumer Reports proudly seeks to build a richly diverse workforce by hiring people with a diversity of thoughts, identities, perspectives, and experiences that help advance the difference we make for consumers, and by ensuring individuals experience equity and inclusion in their work lives. We encourage members of traditionally underrepresented communities to apply, including women, LGBTQIA people, people of color, and people with disabilities.