From Consumer Reports's posting. “We” and “our” refer to the employer.
WHO WE ARE
Consumer Reports is an independent, nonprofit organization dedicated to a fair and just marketplace for all. CR is known for our rigorous testing and trusted ratings on thousands of products and services. We report extensively on consumer trends and challenges, and survey millions of people in the U.S. each year. We leverage our evidence-based approach to advocate for consumer rights, working with policymakers and companies to find solutions for safer products and fair practices.
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
I n 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, Talent Management. In this role, you will help to implement initiatives that engage, develop, and retain the necessary talent to achieve the organization’s strategic objectives.
I f 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.
This is a hybrid position. The successful candidate should anticipate coming to our Yonkers headquarters at least twice per month. This position is not eligible for sponsorship or relocation assistance.
How You'll Make An Impact
CR is 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. On a daily basis, you may:
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.
ABOUT YOU
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 AND 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 $120K-$140K. 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 has three locations: Yonkers, NY, Washington, DC and Colchester, CT. We are registered to do business in and can only hire from the following states and federal district: Arizona, California, Connecticut, Illinois, Maryland, Massachusetts, Michigan, New Hampshire, New Jersey, New York, Texas, Vermont, Virginia and Washington, DC.
or any other basis protected by applicable federal, state or local laws. Consumer Reports will provide you with any reasonable assistance or accommodation for any part of the application and hiring process.
Employer application notice
Equal opportunity and accommodations
Consumer Reports is an equal opportunity employer and does not discriminate in employment on the basis of actual or perceived race, color, creed, religion, age, national origin, ancestry, citizenship status, sex or gender (including pregnancy, childbirth, related medical conditions or lactation), gender identity and expression (including transgender status), sexual orientation, marital status, military service or veteran status, protected medical condition as defined by applicable state or local law, disability, genetic information,
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