Senior Human Resources Business Partner
Salt River ProjectAbout the role
Requisition ID: 20324
Join us in building a better future for Arizona!
SRP is one of the largest public power and water utilities in the U.S. providing electricity to approximately one million customers in the greater metropolitan Phoenix area. Since its founding in 1903, SRP has fostered a culture of stewardship and customer service consistently ranking as an industry leader in customer service according to J.D. Power and named one of Arizona's best employers by Forbes. SRP continues to adapt to its changing business environment by seeking innovative ways to reimagine utility service and the provision of critical resources essential to the life and economy of Arizona.
Why Work at SRP
At SRP, we foster an inclusive work environment and believe everyone should have a fair chance to work, regardless of who they are. That’s why we value teams with diverse perspectives, experiences, and backgrounds to help SRP deliver on its mission of providing reliable, affordable and sustainable water and power.
SRP's success is rooted in our employees' happiness, health, and safety. That's why we offer a comprehensive benefits package to meet the needs of our employees and enhance their well-being. In addition to competitive pay and performance incentives, eligible employees can take advantage of the following benefits:
- Pension Plan (at no cost to the employee)
- 401(k) plan with employer matching
- Available your first day: Medical, vision, dental, and life insurance
- Over 200+ hours of PTO (includes vacation days, holidays, floating holidays, and sick leave)
- Parental leave (up to 4 weeks) and adoption assistance
- Wellness programs (including access to a recreation and fitness facility)
- Short and long-term disability plans
- Tuition assistance for both undergraduate and graduate programs
- 10 Employee Resource Groups for career development, community service, and networking
Summary
What You'll Do
• Build a strategic alliance between the business unit(s) and HR. Align business objectives with workforce solutions to achieve desired business outcomes.
• Consult with line management on employee matters to provide guidance as appropriate.
• Serve as a steward of diversity, equity and inclusion.
• Monitor the pulse of employees. Elevate and tackle potential issues negatively impacting employee engagement.
• Build trusting relationships with all levels of the organization.
• Engage and collaborate with HR COE’s as needed to bring functional expertise to solve business challenges and provide an exceptional client experience.
• Appropriately challenge traditional practices and identify innovative solutions which meet evolving business/industry demands.
• Champion HR change initiatives to ensure successful implementation of programs, policies, procedures.
• Understand and address the upstream and downstream impacts of decisions/solutions on the workforce.
• Analyze workforce data to identify trends, inform decisions and shape recommendations to achieve business objectives
• Pivot from high level strategy development to tactical hands on execution as needed
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the Legal Services as needed/required.
• Comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, Union contract provisions, and policies.
• Partner with leadership to develop, monitor and report on workforce and succession plans.
• Advise on leadership, professional development, and training.
• Maintain awareness of culture, financial and resource plans, and emerging trends of the business unit and organization.
• Handle other projects, duties and responsibilities as assigned.
Education
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