Human Resources Business Partner (or Senior)

Colonial has provided a wide range of opportunities for job candidates who are highly qualified, skilled, motivated and team players. Employees find exciting opportunities to grow and develop their careers at a stable company which offers a generous compensation and benefits package that includes annual incentive bonuses, retirement plans, insurance coverage and a host of other features that support a happy, active, productive and rewarding life. Come to Colonial, a great place to work, where people matter most, and where safety 24/7 is paramount.

Ready to work for Colonial Pipeline Company?

Are you intrigued by the thought of being part of revolutionizing the energy industry and a new era in the pipeline industry? Do you want to be a part of a company that is obsessed with excellence in everything we do? A company growing and expanding our business that is full of opportunity? If so, we are seeking smart, safety focused, and energetic professionals to join our team to help us to the next level of excellence!

What is it that we do at Colonial Pipeline Company?

Colonial Pipeline is the largest refined products pipeline in the United States, transporting more than 100 million gallons or 2.5 million barrels per day. Colonial transports various grades of gasoline, diesel fuel, home heating oil, jet fuel, and fuels for the U.S. military through a pipeline system. Colonial transports approximately 45 percent of all fuel consumed on the East Coast, providing refined products to more than 50 million Americans.

About the Human Resource Business Partner (or Senior) Position

Depending on the candidate pool this position may be filled at either level.

As a Human Resources Business Partner (HRBP), you serve as an internal consultant, providing strategic HR advice, guidance, and support to a wide range of employees in operational field and corporate based roles as well as senior leadership on a broad range of HR related topics, issues, and policies. The HR Business Partner also informs and works collaboratively with HR subject matter experts in Talent Management, Total Rewards, HR Compliance, and HR Technology Centers of Expertise on innovative solutions to business problems. This position is intended to be the “voice of the business” to the Centers of Expertise and the “voice of the HR Organization” to the business. The ideal person is highly flexible and thrives in an ever-changing environment.

What You Get to Do:

• Ensures Company interests are taken into consideration and risks are identified, anticipated, and responded to, leveraging the most appropriate judgment for escalation, communications, and partnership.
• Collaborates on design of programs and initiatives by providing a client-specific perspective.
• Collects and leverages HR metrics and data to identify current and future talent needs, provide business leaders with actionable insights on turnover, engagement, recruiting, and performance management.
• Attends management meetings to gain knowledge of client group’s structure, goals, and needs (current and anticipatory) and to advise on HR-related updates and initiatives.
• Consults and serves as a liaison for the execution of position reviews, internal reorganizations, compensation, and structure changes -i.e.- promotions, equity adjustments, etc.
• Collaborates with COEs/Legal/Compliance to identify and effectively deliver efficient and consistent processes, policies, and practices throughout the organization.
• Ensures leadership enablement is taken into consideration and continuously looking for, influencing, and appropriately levering opportunities to positively impact relationships and leader impact for the client group.
• Coach leaders on leading their organization’s effectiveness- including structure, design, and role clarity to ensure their team is operating as efficiently and productively as possible.
• Advises on short- and long-term business strategy within departmental verticals and champions the value and necessity for cross-functional communication to ensure a holistic and thoughtful approach to changes or initiatives.
• Acts as a neutral and effective mediator and diffuser, helping others to effectively navigate situations where disagreement or conflict has developed.
• Acts as the main point of contact for escalated employee relations issues requiring coaching, corrective action, or investigation.
• Serves as a trusted partner and resource for complex employee relations issues, understanding when to partner and escalate opportunities to the appropriate parties.
• Champions employee engagement/culture initiatives and facilitates leadership discussions around action planning with their teams.

What You Bring to the Table:

• Bachelor’s degree