ABOUT THE LUCAS MUSEUM OF NARRATIVE ART

As the first museum to focus exclusively on storytelling through images, the Lucas Museum of Narrative Art believes that visual storytelling can connect us and help shape a more just society. With a growing collection that encompasses artworks from across cultures, places, times, and mediums, including paintings, sculptures, murals, photography, comic art, book and magazine illustrations, and the arts of filmmaking, the Lucas Museum will explore narrative art’s potential to prompt questions, invite opinions, inspire community, and move people to think about the impact of images on our world.

Co-founded by George Lucas and Mellody Hobson and led by director and CEO Sandra Jackson-Dumont, the Lucas Museum was designed by renowned architect Ma Yansong of MAD Architects with Stantec as executive architect and is under construction in Los Angeles’s Exposition Park. An 11-acre campus with extensive new green space designed by Studio-MLA will embrace the museum’s 300,000-square-foot building, which will feature expansive galleries, two state-of-the-art theaters, and dedicated spaces for learning and engagement, dining, retail, and events. www.lucasmuseum.org.

POSITION SUMMARY

The Lucas Museum of Narrative Art seeks a Manager, HR Business Partner to anchor our People and Culture team within the Organization Development & HR Operations area. Reporting directly to the Chief People and Culture Officer and partnering with other members of the People & Culture leadership team, this strategic role involves overseeing employee relations, policy development, HR compliance, organizational design, succession planning, performance management, and HRIS system administration. The ideal candidate will lead efforts to support and enhance organizational development, ensuring alignment with the museum's strategic priorities and values.

RESPONSIBILITIES

• Report directly to the Chief People and Culture Officer and collaborate with the People & Culture leadership team to align HR strategies with organizational goals
• Oversee employee relations, policy development, and HR compliance, ensuring all practices are up-to-date and in alignment with legal standards and museum values. This involves conducting audits and implementing necessary policy adjustments
• Lead strategic organizational design and development initiatives, including conducting talent reviews and managing succession planning processes
• Manage the performance management process, including training and support for all levels of staff
• Administer the museum's intranet and People & Culture Department page, ensuring it is a valuable resource for all employees
• Manage personnel files and oversee HRIS system administration, ensuring accurate and timely submission of personnel action forms within Paycom
• Develop and communicate employee communications related to policy changes, organizational announcements, performance management cycles, talent reviews, and succession planning
• Analyze feedback from the suggestion box and support the development of policies related to safety & compliance across multiple locations
• Provide strategic HR business partnership across the museum, supporting employee and labor relations including complaint processes and Performance Improvement Plans (PIP)
• Participate in various projects within the People and Culture organization as assigned

• Analyzing - Analyzes numerical data, verbal data and all other sources of information; breaks information into component parts, patterns and relationships; probes for further information or greater understanding of a problem; makes rational judgements from the available information and analysis; produces workable solutions to a range of problems; demonstrates an understanding of how one issue may be a part of a much larger system
• Adhering to Principles & Values - Upholds ethics and values; demonstrates integrity; promotes and defends equal opportunities, builds diverse teams; encourages organizational and individual responsibility towards the museum stewardship 
• Planning & Organizing - Sets clearly defined objectives; Plans activities and projects well in advance and takes account of possible changing circumstances; Manages time effectively; Identifies and organizes resources needed to accomplish tasks; Monitors performance against deadlines and milestones
• Leading & Supervising - Provides others with a clear direction; sets appropriate standards of behavior; delegates work appropriately and fairly; motivates staff; provides staff with development opportunities and coaching; recruits staff of a high caliber
• Deciding & Initiating Action - Makes prompt, clear decisions which may involve tough choices or considered risks; takes responsibility for actions, projects, and people; takes initiative, acts with confidence, and works under own direction; initiates and generates activity for the division
• Adapting & Responding to Change - Adapts to changing circumstances; accepts new ideas and change initiatives; adapts interpersonal style to suit different people or situations; shows respect and sensitivity towards differences; deals with ambiguity, making positive use of the opportunities it presents
• Working with People - Demonstrates an interest in and understanding of others; Adapts to the team and builds team spirit; Recognizes and rewards the contribution of others; Listens, consults others and communicates proactively; Supports and cares for others; Develops and openly communicates self-insight
• Dealing with Ambiguity - Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty 

• Bachelor's degree in Business Administration, Human Resources, or related field
• 5 years of HR business partner or generalist experience, with a focus on organizational development and HR operations
• Demonstrated experience in policy development, HR compliance, and performance management
• Proficient in HRIS systems, preferably Paycom, and intranet administration
• Excellent communication, leadership, and interpersonal skills
• Ability to manage multiple priorities and adapt to changing organizational needs

EQUAL OPPORTUNITY AND OUR COMMITMENT TO DEAIB

The Lucas Museum of Narrative Art embraces diversity and equal opportunity. We are committed to building a team that represents and supports a variety of backgrounds and perspectives. The Lucas Museum fosters a work environment that is free of discrimination and harassment, whether based on race, national origin, gender, gender expression, religion, ethnic background, age, disability, marital status, sexual orientation, or any other criterion prohibited by applicable federal, state, or local laws. We believe that diversity and inclusion among our team is critical to our success, and we seek to recruit, develop, and retain the best qualified people from a diverse candidate pool. Applications from traditionally underrepresented communities are encouraged.

The statements in this description represent typical elements, criteria, and general work performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the job.

MISSION AND VISION

We are a museum dedicated to the art of storytelling. Through visual storytelling the Lucas Museum expands the role of art and museums for society. The Museum inspires thought provoking ideas and conversations that are relevant within and beyond geographic boundaries. Our work radiates to catalyze more connected and empathetic spaces. The art of storytelling connects us to shape a more just society.

VALUES

Our internal and external practice is shaped by the following beliefs and behaviors.

PEOPLE FIRST

We meet people wherever they are (physically, intellectually, emotionally). Our inclusive practice connects who people are and what people find meaningful, to works of art and the work of our organization.

INSPIRED

We believe that art can move you to feel, think, reflect, and act.

COLLABORATIVE

We believe that nimble thinking and working together yields exponential results.

BRAVE

We approach our work and learning with courage, creativity, curiosity, and a sense of adventure.

4 STRATEGIC PRIORITIES

ART

Amplify the social impact of Narrative Art through an approach that bridges the academic and the popular.

COMMUNITY

Connect to a broad and diverse public by create an institution rooted in impactful, respectful, sustainable relationships.

INCLUSION

Practice diversity, equity, inclusion, accessibility and belonging in all operational and programmatic aspects of our work.

OPERATIONAL EXCELLENCE

Create a healthy and durable institution equipped to fulfill its vision and public mandate.

All staff at the Lucas Museum of Narrative Art lead through a deep commitment to diversity, equity, and inclusion, both within the Museum and with the communities that we serve.

Salary and titles will be assigned commensurate to the successful candidates’ education and experience. An attractive compensation package will be offered to the successful candidate(s).

Pursuant to the Lucas Museum of Narrative Art’s COVID-19 Mandatory Vaccination Policy, the museum requires all new hires to provide proof of COVID-19 vaccination as a condition of employment absent an approved medical and/or religious exemption. Upon hire, all new hires will receive detailed instructions on complying with this policy. Federal, state, or local public health directives may impose additional requirements.