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Nasa Undergraduate Internships – Senior Human Resources Business Partner In Melbourne

    Website NASA

    Job Description:

    New ideas are all around us, but only a few will change the world. That’s our focus at JPL. We ask the biggest questions, then search the universe for answers—literally. We build upon ideas that have guided generations, then share our discoveries to inspire generations to come. Your mission—your opportunity—is to seek out the answers that bring us one step closer. If you’re driven to discover, create, and inspire something that lasts a lifetime and beyond, you’re ready for JPL.

    Job Responsibilities:

    • Develop & Support Strategy: Define a strong human capital strategy, process, and capability that will ensure the organizations ability to attract, retain and develop the best talent at all levels and is scalable to address surges and dips in talent needs across the Lab.
    • JPL Relationship Building: Develop strong working relationships with managers and employees across all departments, ascertaining their needs, and partnering with them as appropriate on HR related processes, and activities. Work through any resistance, establish credibility, demonstrate sensitivity to manager and employee’s needs, and make it easy for managers and employees to partner with HR in a productive manner.
    • Talent Management: Partner with Business Administration Managers (BAM), compensation specialists, and other key HR team members, to plan for the future needs of the JPL workforce, in alignment with the strategy and goals of the organization. Support succession planning, talent reviews, identification and development of top talent and training needs.
    • Serve as the Subject Matter Expert for compliance and maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provide HR policy guidance and interpretation. Partner with the legal department as needed/required.
    • Employee Relations: Manage and resolve employee relations issues through coaching and advising. Conduct effective, thorough and objective investigations ensuring open yet discreet communications and an unbiased disposition. Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
    • Develop innovative solutions and approaches to ensure a culture that supports diversity and inclusion including development of diverse candidate pools, mentoring programs and succession plans.
    • Improve the gathering of information on key human capital indicators to support effective decision-making. Ensure that the department is measuring its human capital in meaningful ways that impact decisions and the future direction of the organization.

    Job Requirements/Qualifications:

    • Bachelor’s degree with an advanced degree preferred.
    • 10+ years relevant HRBP or Sr. HR Generalist experience.
    • In addition to HRBP experience, you must have significant experience in one or more of the following: compensation, employee relations, talent management, continuous process improvement, change management, training, D & I, and OD.
    • Outstanding leadership and coaching skills and has experience interfacing and making presentations to senior management.
    • Experience in consulting with business units about workforce planning, talent assessments and performance management.
    • Demonstrated success in developing and implementing a variety of human capital strategies in support of business objectives and goals.
    • Strong understanding of federal and state employment laws and regulations as it pertains to employment related matters.
    • Excellent communication, problem solving, and negotiation skills.
    • Strong collaboration skills with all levels within the organization.

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