Human Resources Strategic Partner

Overview

Pacific Northwest National Laboratory's (PNNL) Human Resources organization is comprised of over 100 committed professionals working to advance the interests of the lab and support scientific discovery and excellence. HR is engaged in a transformational journey to help PNNL meet its talent acquisition and retention goals through innovative benefits, compensation, learning, and workforce programs.

Responsibilities

Working within the Human Resources organization of PNNL, the Human Resources Strategic Partner (HRSP) serves as a senior HR advisor and strategic partner to organizational leaders, helping translate business priorities into effective people and workforce strategies. You will develop a deep understanding of the organizations you support—their goals, workforce, challenges, and evolving needs—and use that understanding to help leaders make informed decisions that strengthen organizational performance and employee experience.

Success in this role requires more than strong HR expertise and relationship management. We are looking for someone who is intellectually curious, learns the business quickly, thinks critically, uses data and insights to inform decisions, and is comfortable providing an independent point of view. You will ask thoughtful questions, constructively challenge assumptions, anticipate workforce and organizational implications, and translate complex issues into clear recommendations and practical solutions.

This role requires someone who can move fluidly between strategy and execution in a dynamic, evolving environment. You will partner across HR Centers of Expertise (COEs) and service delivery teams to bring together the right expertise and deliver integrated solutions. The strongest candidates will be proactive, comfortable navigating ambiguity, able to connect issues across the broader organization, and skilled at turning insights and ideas into action.

Key Responsibilities:

• Build trusted partnerships with leaders by developing a strong understanding of their business, workforce, priorities, and organizational challenges and translating those insights into effective people strategies.
• Advise and coach leaders on complex people and organizational matters, bringing sound judgment, an independent perspective, and the ability to constructively challenge assumptions and influence decisions.
• Lead talent and workforce planning, succession planning, performance management, organizational effectiveness, workforce development, and other talent management activities for the organizations you support.
• Apply critical and systems thinking to complex workforce and organizational challenges, identifying root causes, recognizing interdependencies and downstream impacts, and developing practical solutions.
• Use workforce data, analytics, employee insights, and business context to identify trends, assess risks and opportunities, challenge assumptions, and develop evidence-based recommendations.
• Anticipate emerging workforce and organizational needs and proactively engage leaders and HR partners to address issues before they become barriers to organizational performance.
• Serve as a connector and integrator across HR, partnering closely with COEs and service delivery teams to bring together the right expertise, share relevant business context, and deliver coordinated solutions to complex workforce needs.
• Lead and support organizational change, helping leaders understand people impacts, build readiness, navigate ambiguity, and drive successful implementation and adoption.
• Facilitate complex leadership discussions and communicate sensitive or challenging perspectives clearly and credibly, helping groups move from discussion to decisions and action.
• Take ownership for results by independently solving complex problems, leading cross-functional initiatives, proactively addressing barriers, and driving work through execution.

Job Competencies:

• Business & Strategic Acumen – Quickly develops an understanding of the organization, its priorities, operating environment, and workforce needs and translates that understanding into practical people strategies and solutions.
• Critical & Systems Thinking – Evaluates complex issues from multiple perspectives, identifies patterns and root causes, recognizes interdependencies, and considers broader organizational implications when developing solutions.
• Decision Quality & Judgment – Makes timely, well-reasoned decisions using data, experience, organizational context, and sound judgment; effectively navigates ambiguity and incomplete information.
• Influence & Leadership Presence – Establishes credibility through expertise, judgment, communication, and follow-through. Constructively challenges assumptions and influences decisions without relying on positional authority.
• Cross-Functional Collaboration & HR Integration – Builds trusted partnerships across HR and proactively brings together the right expertise to solve complex problems. Connects business needs and HR perspectives to deliver integrated solutions and a cohesive HR experience.
• Data & Analytical Acumen – Uses quantitative and qualitative information to identify workforce trends, risks, and opportunities and translates findings into clear, actionable insights for leaders.
• Drives Results & Accountability – Takes ownership, anticipates barriers, maintains momentum through ambiguity and competing priorities, and consistently translates strategy and recommendations into action.

This position will have the flexibility to be hybrid with ~60% on-site in Richland, WA.

Qualifications

Minimum Qualifications:

• BS/BA and 7 years of progressively responsible HR experience with depth in areas such as talent management, workforce planning, organizational effectiveness, performance management, succession planning, and/or organizational change -OR-
• MS/MA or higher and 5 years of progressively responsible HR experience with depth in areas such as talent management, workforce planning, organizational effectiveness, performance management, succession planning, and/or organizational change.
• Experience serving as a strategic HR partner, HR manager, or senior HR advisor to leaders in a large, complex, matrixed, technical, or rapidly changing organization. 

Preferred Qualifications:

• Demonstrated ability to quickly learn an unfamiliar business or technical environment and translate that understanding into effective HR strategies and solutions. 
• Experience partnering across HR functions or COEs to develop and implement integrated workforce solutions. 
• Experience analyzing workforce data and translating insights into actionable recommendations for leaders. 
• Demonstrated experience influencing leaders, navigating complex or sensitive organizational issues, and leading cross-functional initiatives from problem identification through implementation.
• Strong proficiency with Microsoft Office applications, particularly Excel and PowerPoint. 
• SHRM-SCP or SPHR Certification.

Hazardous Working Conditions/Environment

Not Applicable

Testing Designated Position

This is not a Testing Designated Position (TDP).

About PNNL

Pacific Northwest National Laboratory (PNNL) is a world-class research institution powered by a highly educated, diverse workforce committed to the values of Integrity, Creativity, Collaboration, Impact, and Courage. Every year, scores of dynamic, driven people come to PNNL to work with renowned researchers on meaningful science, innovations and outcomes for the U.S. Department of Energy and other sponsors; here is your chance to be one of them!
 

At PNNL, you will find an exciting research environment and excellent benefits including health insurance, and flexible work schedules. PNNL is located in eastern Washington State—the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab’s campus is only a 45-minute flight (or ~3 hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs.

Commitment to Excellence and Equal Employment Opportunity

Our laboratory is committed to fostering a work environment where all individuals are treated with fairness and respect while solving critical challenges in fundamental sciences, national security, and energy resiliency. We are an Equal Employment Opportunity employer.

Pacific Northwest National Laboratory (PNNL) is an Equal Opportunity Employer. PNNL considers all applicants for employment without regard to race, religion, color, sex, national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws.

We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at [email protected].

Drug Free Workplace

PNNL is committed to a drug-free workplace supported by Workplace Substance Abuse Program (WSAP) and complies with federal laws prohibiting the possession and use of illegal drugs.

If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug.  If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn. 

Security, Credentialing, and Eligibility Requirements

As a national laboratory, PNNL is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require new employees to obtain and maintain a HSPD-12 Personal Identify Verification (PIV) Credential. To obtain this credential, new employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication.  The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.

For foreign national candidates:

If you have not resided in the U.S. for three consecutive years, you are not eligible for the PIV credential and instead will need to obtain a favorable Local Site Specific Only (LSSO) Federal risk determination to maintain employment. Once you meet the three-year residency requirement thereafter, you will be required to obtain a PIV credential to maintain employment. The tier of federal background investigation required to obtain the PIV credential will be determined by job duties at the time you become eligible for the PIV credential.

Mandatory Requirements

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from having any affiliation with the foreign government of a country DOE has identified as a “country of risk” without explicit approval by DOE and Battelle. If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment.

Rockstar Rewards

Employees and their families are offered medical insurance, dental insurance, vision insurance, robust telehealth care options, several mental health benefits, free wellness coaching, health savings account, flexible spending accounts, basic life insurance, disability insurance*, employee assistance program, business travel insurance, tuition assistance, relocation, backup childcare, legal benefits, supplemental parental bonding leave, surrogacy and adoption assistance, and fertility support. Employees are automatically enrolled in our company-funded pension plan* and may enroll in our 401 (k) savings plan with company match*. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year.

* Research Associates excluded.

**All benefits are dependent upon eligibility.

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Notice to Applicants

PNNL lists the full pay range for the position in the job posting. Starting pay is calculated from the minimum of the pay range and actual placement in the range is determined based on an individual’s relevant job-related skills, qualifications, and experience. This approach is applicable to all positions, with the exception of positions governed by collective bargaining agreements and certain limited-term positions which have specific pay rules.

As part of our commitment to fair compensation practices, we do not ask for or consider current or past salaries in making compensation offers at hire. Instead, our compensation offers are determined by the specific requirements of the position, prevailing market trends, applicable collective bargaining agreements, pay equity for the position type, and individual qualifications and skills relevant to the performance of the position.

Minimum Salary

USD $117,900.00/Yr.
Maximum Salary

USD $182,600.00/Yr.