Senior HR Business Partner

Welcome to the intersection of energy and home services. At NRG, we’re all about propelling the next generation of leaders forward. We are driven by our passion to create a smarter, cleaner and more connected future. We deliver innovative solutions that make our customers’ lives easier—helping them power, protect, and intelligently manage their homes and businesses. To do this, we need creative and talented people to join our company.

We offer a dynamic work environment and a unified and inclusive culture. NRG fosters a strong sense of belonging that leads to better collaboration and business performance. Our company programs are designed to help employees develop the skills they need for success now and in the future. In everything we do, we aim to champion our employees and bring value to our customers, investors and society.

More information is available at www.nrg.com. Connect with NRG on Facebook, Instagram, LinkedIn and X.

Job Summary: 

NRG is currently seeking a dynamic Senior Talent Business Partner to support NRG Business (C&I Sales and Market Ops Trading and Analytics groups).  The Senior Talent Business Partner is a strategic role that provides expert consultation and guidance to management and employees on all HR related matters to align people strategies with business goals. This includes the following areas: strategic people management, employee relations, employee engagement, HR Projects/Programs and initiatives, compensation, acquisitions, integrations, workforce planning and retention, recruiting, as well as subject matter expertise relative to process improvement, project management, data analysis and reporting.   An effective Senior Talent Business Partner will advance the objective of increasing employee, management, and organizational engagement and effectiveness.

  

Essential Duties/Responsibilities:

• Build strategic relationships with leaders, managers and employees and provide seamless tactical and strategic HR support inclusive of thought leadership on effective solutions supporting both the employee and management.
• Serve as an advocate and trusted advisor by providing coaching and guidance to management and employees regarding policies, procedures and programs, people strategy, performance and talent development.  
• Drive/improve employee engagement through support of talent review and succession planning initiatives, engagement surveys and development and recognition programs.
• Partner with L&D to identify training needs and assist the L&D function in aligning training programs with business needs objectives.
• Support the recruitment process by providing strategic assistance with job descriptions, compensation analysis, approvals, interview training, and interviewing for key roles, etc.
• Recommend and perform quality control procedures as defined to ensure accurate and compliant records, including records related to promotions, job transfers and new hires. Maintain open position and workforce planning details.
• Partner with business leaders to confidentially manage and resolve employee relations matters in accordance with company policies, processes, procedures and employment law (as appropriate).
• Coach Managers to document effectively to improve individual & team performance.  Actively manage performance and behavior issues to resolution.
• Conduct in depth and impartial investigations regarding compliance and employee relations matters as they should arise.
• Ensure compliance with employment laws/regulations and assess progress against company EEO/Affirmative Action goals and support the company’s diversity & inclusion goals.
• Manage and implement special projects as assigned.
• Provide positive customer service by responding to employees and managers on HR related questions.  Provide reference to HR policies and procedures.  Promote employee self-service with available systems and procedures.
• Prepare reports and analyze data from HR information systems for information reporting and management decision-making.
• Identify opportunities, take initiative and formulate/develop policies and services to improve the effectiveness of current HR/business processes and practices and make recommendations to business leadership.

 

Minimum Requirements:

• High School Diploma or GED equivalent
• Minimum of 5 years of HR business partner experience in a fast-paced, dynamic organization is required.
• Minimum of 5 years of recent experience analyzing and resolving employee issues, providing advice and counseling to managers and supervisors.
• Critical skills thinking & problem-solving capabilities
• High attention to detail is required with a focus on data quality.<