People Operations Partners (POP) are responsible for serving as HR support for leaders throughout SEI. The POP will partner with various SEI leaders on talent management, leadership consultation, and advising, change management, communications, employee engagement, performance management, and employee relations.

Essential Duties & Responsibilities:

Responding to leader requests for assistance from across the enterprise to advise on HR matters, such as:

Providing coaching to management and staff to encourage effective communication, objective problem resolution, and productive development conversations.
Conflict resolution. Managing disciplinary actions, such as PIP’s and CAF’s (not all but most); partners with client-specific HRBP’s and Legal as needed.
Addressing compensation corrections, back-dating, or complicating factors.
Personal leave of absence requests.
Preparing leaders for tough conversations
Partnering with leaders and client HRBPs on org change implications and ensuring accurate employee transitions and data accuracy
Urgent employee response (in triage with ER and client-HRBP) on matters of employee safety, mental health, wellbeing
Intentional exit interviews based on unique circumstances

Serving as a “primary” with identified departments or business segments to (1) influence leader counsel work distribution. (2) develop deeper familiarity with the type of client issues, trends and patterns, and (3) create dedicated partnerships with the client-specific HRBP/Directors. Highly aligned partnership and communication with client-specific HR Partners on client trends.

Serving as initiative or practice owner related to centralized HR practices managed from the People Operations Center. This involves becoming an owner and subject matter expert related to the practice and how we document and manage to scale. Examples Can Include:

Workforce Reduction practice support
Year-end KWYS / Merit cycle
Data audits and accuracy
VISA Management

Proactive leader coaching, training, and advising:

Engaging with new hires and newly promoted people leaders to ensure understanding of core HR practices.
Providing training and materials to leaders on key practices related to leader effectiveness.
Use data and trend analysis from within the POC to determine where we could minimize HR questions/traffic through proactive training and education.
Partner with CoEs to ensure there are job aids or training materials for leaders on key, repeatable processes or practices where leaders often need directions.

Other:

Developing policies (formal, published in the handbook) and procedures (HR-specific to create standard approach, a “playbook” on how to manage)
Responding to employee inquiries that cannot be best addressed through POC Reps.
Overflow support for ER Investigations.
Problem solving with Talent Acquisition team on non-standard circumstances.

Job Skills:

Proven consultative and critical thinking skills (i.e., establish trust/credibility, ask probing questions to identify root issues, influence effectively, facilitate continuous improvements and best practice implementation).
Strong organizational/detail orientation skills and ability to perform multiple tasks simultaneously.
Ability to effectively work well with all levels of the organization. Collaborative, able to influence and engage others, establish strong working relationships, team-oriented, manage conflict and value different perspectives.
Strong written and verbal communication skills with the ability to influence others.
Demonstrated strong computer skills (MS Word, PowerPoint, Excel), embraces and leverages new technologies.
Experience with process improvements that enhance the experience.

Work Experience:

4 – 6 years of relevant experience, preferably with some experience in the HR Generalist space
Experience working as an HR Generalist is ideal, with involvement as a practitioner / client support experience

Education:

From an accredited institution, Bachelor’s degree is required.

Other:

Travel may be periodically required.
Typical office setting.
Mobility within the office, including movement from floor to floor.
Travel via plane, car, and metro may be required to perform this job.
Must be able to work more than 40 hours per week when business needs a warrant.
Access information using a computer.
Effectively communicate, both up and down the management chain.
Effectively cope with stressful situations.
Strong mental acuity.
Regular, dependable attendance and punctuality are essential functions of this job.
Other essential functions and marginal job functions are subject to modification.

SEI offers a comprehensive package of benefits to employees scheduled 30 hours or more per week. In addition to medical, dental, vision, life and disability plans, SEI employees may take advantage of well-being incentives, parental leave, paid time off, certain paid holidays, tax saving accounts (FSA, HSA), 401(k) retirement benefit, Employee Stock Purchase Plan, tuition assistance as well as entertainment and retail discounts. Non-exempt employees are eligible for overtime pay, if applicable.

Careers - Our Benefits, Strategic Education, Inc

SEI is an Equal Opportunity employer committed to a diverse and inclusive community. We welcome applications from all. While it is not typical for an individual to be hired at or near the top end of the pay range at SEI, we offer a competitive salary. The actual base pay offered to the successful candidate may vary depending on multiple factors including, but not limited to, job-related knowledge/skills, experience, business needs, geographical location, and internal pay equity. Our Talent Acquisition Team is ready to discuss your interest in joining SEI. The expected salary range for this position is below.

$73,900.00 - $110,900.00 - Salary

If you require reasonable accommodations to complete our application process, please contact our Human Resources Department at Careers@strategiced.com.