HR Business Partner Sr

Human Resources Business Partner/Senior

SUMMARY

Human Resources Business Partners (HRBPs) maintain strict confidentiality and assist management and employees with all aspects of people performance. They serve as integral members of designated business units; providing coaching, advise, and influence to help align departmental and business objectives, and deliver value-added services to management and employees. HRBPs work strategically as consultants to management on human resource-related issues, anticipate HR-related needs and communicate needs proactively to appropriate stakeholders to drive improved business performance.

EDUCATION

• PHR/SPHR/HRBP preferred. A Bachelor’s Degree preferably in Human Resources or other business major; or equivalent work experience.

• Without a degree, 5 years HR, business, or customer service experience.

EXPERIENCE

• HR Business Partner: Three (3) years’ HR experience.

• Senior HR Business Partner: Five (5) years’ experience in a professional or leadership position, with demonstrated performance in a breadth of HR disciplines.

DUTIES & RESPONSIBILITIES

HR Business Partner

• Act as a single point of the contact for managers and employees in assigned business units. Duties and responsibilities include but are not limited to: providing leadership and assistance in executing workforce planning, talent acquisition, compensation, employee/leadership assimilation, performance management, employee engagement, individual and team development, organizational effectiveness, business training, policy/procedural interpretation, diversity and organizational intervention as needed.

• Develop and deliver HR programs and processes linked to the business unit operating plans and priorities.

• Partner with Talent Management and the business units to develop initiatives that support workforce planning, candidate selection, performance management, succession planning, and knowledge transfer.

• Provide guidance on business unit restructures, workforce planning, succession planning and organizational design issues and make recommendations, as appropriate.

• Assist in the development and implementation of the Company Affirmative Action Plan.

• Provide analysis and consult with leaders to make data-driven human capital decisions about their organizations. Manage headcount requests, approval process, and implement staffing plan for assigned business unit throughout the year.

• Participate in new employee on-boarding/assimilation process for respective customers; establish clear interview and on-boarding protocols to follow when making a hire. Coordinate on-boarding schedule with hiring Manager and respective business unit.

• Review and assess exit interviews for key reasons for separation, investigate concerns, and proactively work with management to address issues.

• Partner with Benefits and Compensation to provide general information to business units.

• Assist with planning of benefit-related events (open enrollment, etc.).

• Assist in annual performance management, including facilitation of calibration.

• Assist with facilitation of compensation processes to ensure differentiation for high performance (e.g., incentive pay, pay for performance increases, offers for strategic/critical hires, etc).

• Manage organizational survey/assessment/diagnostic projects from design through interpretation of results and recommended action plans, including Contract Technical Coordinator (CTC) role with vendors.

• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.

• Assist line management in budget development to incorporate development initiatives.

• Design, deliver and evaluate HR development programs, learning tools and resources to address the specific needs of designated business unit.

• Direct employees to HR service center (including self-service) for appropriate administrative services/requests; provide feedback to HR service center based on comments from its customer base.

• Provide input on the budget process for HR.

• Responsible for compliance with federal, state and local laws as well as regulations and union Collective Bargaining Agreement (CBA).

• May interface with company counsel to assist in conducting effective investigations and resolution of legal matters related to Human Resource issues.

• Assume a leadership role on special projects, programs, or initiatives as assigned.

• Participate in the Emergency Response Organization as needed.

• Accept Outage position as needed.

Senior HR Business Partner (In addition to above)

• Facilitate Business Partner alignment meetings and group collaboration.

• Provide input to the Manager for the budget process.

• Provide guidance and create consistency among HR Business Partners.

• Assume a leadership role on more complex special projects, programs, or initiatives as assigned.

• Mentors more junior HRBPs; may lead a small team.

• Demonstrated leadership – role model for others; leverages organizational and professional savvy and advanced ability to influence leaders and strengthen leadership capability; consistently demonstrates resiliency and composure, strong interpersonal skills – proven relationship-building ability.

• Strong business/financial knowledge; understands and contributes to client’s strategy and business direction; knows and leverages industry best-practices and trends; leverages strategic thinking ability to anticipate client needs; aligns Human Capital strategy with business strategy to deliver results.

SPECIAL SKILLS/KNOWLEDGE/QUALIFICATIONS

• Highly organized, dependable and efficient.

• Demonstrated professionalism, confidentiality and diplomacy.

• Strong interpersonal and organizational skills.

• Strong orientation toward metrics and data-driven decision making.

• Ability to influence all levels of employees/management and establish and maintain effective relationships with customers.

• Excellent communications skills, both verbal and written.

• Ability to maintain professionalism under pressure and handle stressful situations and multiple tasks with composure.

• Ability to strike appropriate balance between company, customer, and employee needs.

• Ability to comprehend company goals and objectives, organizational structure, policies, procedures and practices.

• Sensitivity to internal and external emerging issues, which may impact the company.

• Ability to exercise judgment and handle sensitive information with discretion and maintain confidentiality.

• Ability to interview people in an objective, non-threatening manner.

• Ability to interpret federal, state, and local labor and workplace laws and able to comprehend, interpret and communicate laws, regulations, and guidelines.

• Ability to access candidate fit based on assessment results.

• Demonstrated business acumen as represented by financial and HR analysis and decision support, etc.

• Personal computer skills and experience with Microsoft office products and ability to learn Site specific database software.

• Math skills to allow compilation of data for analyses and reports

• Ability to obtain and maintain unescorted access to the South Texas Project.

WORKING CONDITIONS

• Normal office environment. However, some work is stressful, and involves working with people in strained situations.

• Frequent visits and/or office inside the plant environment.

• Must be able to sit for extended periods of time.

• Must be able to view computer screens for extended periods of time.

• Overtime as required and alternate work schedule as needed.

• Subject to callouts and on-call duty.

• Some travel may be required.

Posting closes February 5, 2018

Salary level 14

Contact Carolyn Thames