Senior Strategic Human Resources Business Partner - Delivery Services

Resource Innovations is seeking a Senior Strategic Human Resources Business Partner - Delivery Services with a strong background in HR Business Partnering to join our dynamic and growing team. As a Senior Strategic Human Resources Business Partner - Delivery Services, you will play a key leadership role that acts as a trusted advisor and strategic partner to the Delivery teams in the Midwest – East regions. This role is responsible for aligning business objectives with people strategies, driving organizational effectiveness, and providing proactive HR support to senior leaders. The Senior Strategic Human Resources Business Partner will play a pivotal role in workforce planning, talent management, organizational development, and change leadership to help drive growth and performance across the commercial organization. Position reports to the Chief Human Resources Officer.

Resource Innovations (RI) is a women-led energy transformation firm focused on impact. Building on our expertise in energy efficiency, we're constantly expanding our portfolio of clean energy solutions to guide utilities through increasingly complex, connected challenges. Load flexibility. Electrification. Carbon reduction. With every step, we're leading the charge to power change.

Duties and Responsibilities:

Strategic Business Partnership

• Serve as the primary HR strategic partner to leadership (Delivery teams) to support business growth, sales performance, and business strategies.
• Translate business strategies into actionable people strategies, ensuring alignment with overall company values and goals.
• Collaborate closely with senior sales leaders to drive strategic initiatives.

Talent Strategy & Workforce Planning

• Provide expert guidance on talent planning, succession strategies, and workforce optimization to ensure the delivery teams are resourced for future growth.
• Support strategic hiring plans in collaboration with Talent Acquisition to attract and retain top talent.
• Leverage workforce analytics to drive informed decisions on talent deployment and capability development.

Organizational Design & Effectiveness

• Partner with leadership to drive organizational design efforts, including team structure, role clarity, and reporting alignment.
• Drive initiatives that support team effectiveness, cross-functional collaboration, and agility.
• Consult on performance metrics and organizational health indicators to support scalable growth.

Change Management & Culture

• Lead and support organizational change efforts, including business transformation, restructuring, and new operating models.
• Drive culture initiatives that promote a high-performance, inclusive, and engaged workforce, especially in client facing roles.
• Facilitate team effectiveness, engagement sessions, and offsites for delivery teams.

Leadership Coaching & Development

• Provide coaching and development support to senior leaders and frontline managers.
• Partner with L&D and Talent teams to identify and implement leadership development programs tailored for the organization.
• Foster a continuous learning environment that supports capability building in enablement.

Performance & Rewards

• Support the performance management cycle, including goal setting, performance calibration, and development planning.
• Advise leadership on performance improvement plans and development strategies.
• Partner with Total Rewards to align compensation and incentive programs with performance metrics and market competitiveness.

Employee Relations & Compliance

• Manage and resolve a variety of employee relations (ER) matters within the delivery organization, including performance issues, behavioral concerns, and policy violations.
• Lead complex ER investigations in collaboration with Legal, ensuring fair, thorough, and timely resolution.
• Conduct interviews, gather evidence, and document findings while maintaining confidentiality, consistency, and adherence to internal protocols.
• Provide expert guidance to commercial leaders on corrective actions, disciplinary processes, and risk mitigation strategies.
• Maintain and track ER case data and trends, identifying root causes and recommending preventative strategies to reduce risk and support a healthy workplace culture.
• Ensure consistent application of policies and practices across teams, with an emphasis on fairness, objectivity, and business alignment.

Other duties as assigned.

Requirements