People & Strategy Partner
YMCA of Greater Boston, Boston, MA, United States
People & Strategy Partner
Department:
Human Resources
Employment Type:
Full Time
Location:
Association Office
Reporting To:
Maria Canton
Compensation:
$76,661 - $112,500 / year
Description People & Strategy Partnerships Position Summary
The People & Strategy Partner serves as a strategic advisor and thought partner to senior leaders, managers, and teams, driving alignment between people practices and organizational priorities. This role blends hands‑on partnership with enterprise‑wide strategy, helping to shape a high‑performing, inclusive, and future‑ready workforce.
This position plays a critical role in strengthening organizational clarity, communication, and decision‑making by advancing workforce strategies, leadership capability, and consistent people practices. The People & Strategy Partner supports both the employee experience and the systems and structures that enable teams to do their best work.
Key Responsibilities Strategic Partnership & Organizational Alignment
Partner with senior leaders to understand business goals and translate them into people strategies, workforce plans, and organizational solutions.
Drive alignment between team‑level practices and broader organizational priorities, ensuring consistency across departments.
Advise on organizational design, team effectiveness, and change management efforts.
Support leaders in navigating ambiguity, strengthening communication, and clarifying decision‑making approaches.
2. Workforce Strategy & Talent Development
Lead or support workforce planning efforts, including role clarity, staffing models, and future talent needs.
Partner on talent management strategies, including succession planning, leadership development, and internal mobility.
Identify skill and capability gaps and help design strategies to build organizational capacity over time.
Contribute to the development of clear pathways for growth, mentorship, and leadership development.
3. Employee Relations & Manager Coaching
Serve as a trusted advisor to managers on employee relations, performance management, and team dynamics.
Lead and support complex employee relations matters and investigations, ensuring fairness, consistency, and compliance.
Coach leaders on effective communication, feedback, and inclusive leadership practices.
Promote a culture of accountability, respect, and continuous learning.
4. Communication, Systems & Process Improvement
Help strengthen internal communication practices, ensuring clarity, transparency, and consistency across teams.
Partner on efforts to standardize processes, clarify decision‑making pathways, and improve organizational effectiveness.
Lead or contribute to cross‑functional initiatives focused on:
Communication systems and feedback loops
Policy and process improvements
Change management and culture‑building efforts
Identify opportunities to streamline workflows and reduce friction in how work gets done.
5. Data, Insights & Continuous Improvement
Use data (engagement surveys, workforce metrics, feedback loops) to identify trends and inform strategy.
Support leaders in using data to make more consistent and informed decisions.
Contribute to building dashboards, reporting, and insights that strengthen organizational decision‑making.
Lead or support continuous improvement efforts that enhance both employee experience and operational effectiveness.
6. Employee Experience & Culture
Champion a human‑centered approach to people practices, balancing employee needs with organizational priorities.
Support initiatives that strengthen engagement, belonging, and workplace culture.
Ensure consistent and equitable application of policies and practices across teams.
Skills, Knowledge & Expertise Education:
Bachelor’s degree in human resources, Business Administration, or related field (Master’s preferred)
Experience:
5+ years of progressive HR or people operations experience.
Demonstrated experience as a strategic partner to leaders, influencing decision‑making and driving outcomes.
Strong background in employee relations, organizational development, and workforce strategy.
Experience leading or contributing to cross‑functional, systems‑level initiatives.
Certifications (Preferred):
SHRM‑CP/SCP, PHR/SPHR, or equivalent.
Workplace investigation training (e.g., MCAD).
Additional Qualifications:
Demonstrated ability to proactively identify issues, assess root causes, and respond with practical, holistic solutions.
Strategic orientation with the ability to connect day‑to‑day work to broader organizational priorities and desired outcomes.
Growth and continuous improvement mindset; seeks feedback, learns quickly, and drives process and practice enhancements over time.
Ability to manage competing priorities and focus on both short‑term deliverables and long‑term initiatives simultaneously.
Proven ability to meet deadlines, move projects forward, and deliver results in dynamic, fast‑paced environments.
Highly self‑directed and accountable, while also receptive to supervision, direction, and constructive feedback.
#J-18808-Ljbffr
Human Resources
Employment Type:
Full Time
Location:
Association Office
Reporting To:
Maria Canton
Compensation:
$76,661 - $112,500 / year
Description People & Strategy Partnerships Position Summary
The People & Strategy Partner serves as a strategic advisor and thought partner to senior leaders, managers, and teams, driving alignment between people practices and organizational priorities. This role blends hands‑on partnership with enterprise‑wide strategy, helping to shape a high‑performing, inclusive, and future‑ready workforce.
This position plays a critical role in strengthening organizational clarity, communication, and decision‑making by advancing workforce strategies, leadership capability, and consistent people practices. The People & Strategy Partner supports both the employee experience and the systems and structures that enable teams to do their best work.
Key Responsibilities Strategic Partnership & Organizational Alignment
Partner with senior leaders to understand business goals and translate them into people strategies, workforce plans, and organizational solutions.
Drive alignment between team‑level practices and broader organizational priorities, ensuring consistency across departments.
Advise on organizational design, team effectiveness, and change management efforts.
Support leaders in navigating ambiguity, strengthening communication, and clarifying decision‑making approaches.
2. Workforce Strategy & Talent Development
Lead or support workforce planning efforts, including role clarity, staffing models, and future talent needs.
Partner on talent management strategies, including succession planning, leadership development, and internal mobility.
Identify skill and capability gaps and help design strategies to build organizational capacity over time.
Contribute to the development of clear pathways for growth, mentorship, and leadership development.
3. Employee Relations & Manager Coaching
Serve as a trusted advisor to managers on employee relations, performance management, and team dynamics.
Lead and support complex employee relations matters and investigations, ensuring fairness, consistency, and compliance.
Coach leaders on effective communication, feedback, and inclusive leadership practices.
Promote a culture of accountability, respect, and continuous learning.
4. Communication, Systems & Process Improvement
Help strengthen internal communication practices, ensuring clarity, transparency, and consistency across teams.
Partner on efforts to standardize processes, clarify decision‑making pathways, and improve organizational effectiveness.
Lead or contribute to cross‑functional initiatives focused on:
Communication systems and feedback loops
Policy and process improvements
Change management and culture‑building efforts
Identify opportunities to streamline workflows and reduce friction in how work gets done.
5. Data, Insights & Continuous Improvement
Use data (engagement surveys, workforce metrics, feedback loops) to identify trends and inform strategy.
Support leaders in using data to make more consistent and informed decisions.
Contribute to building dashboards, reporting, and insights that strengthen organizational decision‑making.
Lead or support continuous improvement efforts that enhance both employee experience and operational effectiveness.
6. Employee Experience & Culture
Champion a human‑centered approach to people practices, balancing employee needs with organizational priorities.
Support initiatives that strengthen engagement, belonging, and workplace culture.
Ensure consistent and equitable application of policies and practices across teams.
Skills, Knowledge & Expertise Education:
Bachelor’s degree in human resources, Business Administration, or related field (Master’s preferred)
Experience:
5+ years of progressive HR or people operations experience.
Demonstrated experience as a strategic partner to leaders, influencing decision‑making and driving outcomes.
Strong background in employee relations, organizational development, and workforce strategy.
Experience leading or contributing to cross‑functional, systems‑level initiatives.
Certifications (Preferred):
SHRM‑CP/SCP, PHR/SPHR, or equivalent.
Workplace investigation training (e.g., MCAD).
Additional Qualifications:
Demonstrated ability to proactively identify issues, assess root causes, and respond with practical, holistic solutions.
Strategic orientation with the ability to connect day‑to‑day work to broader organizational priorities and desired outcomes.
Growth and continuous improvement mindset; seeks feedback, learns quickly, and drives process and practice enhancements over time.
Ability to manage competing priorities and focus on both short‑term deliverables and long‑term initiatives simultaneously.
Proven ability to meet deadlines, move projects forward, and deliver results in dynamic, fast‑paced environments.
Highly self‑directed and accountable, while also receptive to supervision, direction, and constructive feedback.
#J-18808-Ljbffr