There’s no cultural organization in the world quite like Carnegie Museums. With a legacy of discovery and outreach dating back to 1895, today we are a family of four diverse, dynamic museums; Carnegie Museum of Art, Carnegie Museum of Natural History, Carnegie Science Center, and The Andy Warhol Museum. We’re committed to being inclusive, both onsite and online, and to exploring with our audiences the big ideas and issues of our time. Carnegie Museums is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.
This Full-Time position is eligible for the Carnegie Museums’ many Benefits.
Please scroll to the bottom of this page to see information on the starting pay
rate.
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the museum components and HR functions to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition. This position will also be responsible for the Compensation process including maintaining the pay structure for the Carnegie Museums.

QUALIFICATIONS:EDUCATION AND EXPERIENCE:

• Require bachelor’s degree in human resources management or other related area and minimum of 3-5 years of experience as an HRBP, HR Rep, HR Advisor or comparable role.
• Must have experience with compensation to include writing job descriptions, conducting equity analysis.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Must have demonstrated knowledge of compensation processes such as writing and analyzing job descriptions, acts as liaison with the compensation consultants.
• Must have strong analytical skills, reasoning abilities, oral and written communication skills and working knowledge of employment laws/regulations.
• Must be able to communicate effectively with all levels of management and employees.
• Require computer proficiencies with Microsoft Office applications including Microsoft Word, Excel, and PowerPoint as well as demonstrated experience working with Human Resources Management Systems.
  PHYSICAL REQUIREMENTS: Work is primarily sedentary in nature no special demands are required.

PRINICIPAL ACCOUNTABILITIES:HR Business Partner Responsibilities:

• Conducts weekly meetings with CMP components assigned as HRBP
• Attends component all staff meetings (assigned components)
• Consults with management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Establish good working relationship with hiring supervisors to ensure effective and efficient hiring procedures and to ensure positive employee relations between the Human Resources Department and the various departments with Carnegie Museums of Pittsburgh.
• May assist with training for all staff on various HR topics such as compensation, pay practices, job description writing, etc. as directed.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching.
• In conjunction with the Employee Relations Coordinator, provides coaching and facilitation as needed on issues related to policies and procedures, performance improvement plans, conflict resolution, disciplinary action, terminations and other employee relations matters
• In conjunction with the Employee Relations Coordinator, advises managers/employees on workplace issues and complaints as needed.

COMPENSATION SPECIALIST RESPONSIBILITIES:

• Plan, develop and implement compensation programs, policies and procedures. Develop and maintain salary structures, administrative guidelines, and assist Vice President and Director with Executive Compensation. Analyze compensation program in relation to government wage and hour regulations, salary surveys, agreements with labor unions, and recommend changes to establish and maintain competitive rates. Manage and implement the annual performance and salary adjustment program as well as variable pay and special compensation programs (i.e. additional compensation, bonuses, payment for services rendered, and honorariums).
• Analyze organizational pay practices and guide managers for all salary changes, offer salaries of new hires, and promotional compensation to ensure equity. Provides guidance to managers regarding hiring of foreign national employees.
• Handle position management and write and/or direct preparation of job descriptions for all positions. Manage the job evaluation process by designating the FLSA classification, pay range and other position data.
• Partner with compensation consultants to obtain position and salary analysis for selected positions; evaluate selected positions internally using market surveys, research, trends and benchmarking information.
• Prepare monthly and quarterly reports such as employee headcount, organizational charts, component labor allocations reports, etc.
• Performs all other duties as assigned.
  The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.
  Carnegie Museums is an Equal Opportunity Employer

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.

• GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.

PRINICIPAL ACCOUNTABILITIES:HR Business Partner Responsibilities:

• Conducts weekly meetings with CMP components assigned as HRBP
• Attends component all staff meetings (assigned components)
• Consults with management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Establish good working relationship with hiring supervisors to ensure effective and efficient hiring procedures and to ensure positive employee relations between the Human Resources Department and the various departments with Carnegie Museums of Pittsburgh.
• May assist with training for all staff on various HR topics such as compensation, pay practices, job description writing, etc. as directed.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching.
• In conjunction with the Employee Relations Coordinator, provides coaching and facilitation as needed on issues related to policies and procedures, performance improvement plans, conflict resolution, disciplinary action, terminations and other employee relations matters
• In conjunction with the Employee Relations Coordinator, advises managers/employees on workplace issues and complaints as needed