Human Resource Business Partner

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships in operations management to deliver talent solutions that reflect the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. The HRBP is responsible for driving comprehensive HR strategies, policies, and practices in the areas of talent acquisition, workforce development, talent management, compensation, diversity, training and succession planning. 

SUPERVISOR RESPONSIBILITIES: Yes 

ESSENTIAL DUTIES: 

• Offer expertise regarding organizational and people-related strategies and execution; provide insightful data to guide decision-making and provide proactive solutions: 

• Create and manage job descriptions, with input from operations, for existing and emerging operations roles. 

• Advise on organization design, compensation, and career pathing/competencies, including succession planning. 

• Partner with management and group leadership to execute a talent plan in alignment with business priorities and strategy 

• Support the implementation of talent acquisition and retention plans across the assigned group, ensuring that we are proactively developing our workforce. 

• Champion Affiliate efforts and provide support for initiatives aimed at fostering enriching, inclusive employee experience. 

• Engage with group leadership using a collaborative and consultative approach that builds personal and functional credibility and establishes trust at all levels in the organization. 

• Identifies talent gap issues and work with human resource colleagues and divisional partners in addressing viable solutions. 

• Ensuring diversity, equity and inclusion are built into the talent planning, acquisition and management processes 

• Trains and coaches Field Hiring Specialists on Structured Interview and Promotions process. 

• Implement and oversee Structured Interview and Promotions processes. 

• Support the talent review and performance management processes, including advising managers on development plans to accelerate and enhance operations leadership 

• Advises on Individual Development Plans, as identified. 

• Partner with Employee Relations on development as it relates to career pathing. 

• Provides counsel and guidance on Union and Utility Contracts 

• Reviews contracts (in the bid phase as well as existing contracts) and advises leadership on HR compliance areas. 

• Ensures compliance and administration of all collective bargaining agreements. 

• Create and manage workforce development programs, in partnership with customers, unions and local workforce development/community partners to drive talent acquisition and retention efforts 

• Create and maintain relationships with customer, union, and local workforce development/community partners. 

• Understand workforce development funding resources, education clusters, Energy Workforce Development Consortium (through CEWD). 

• Opportunities and pre-apprenticeship/apprenticeship criteria through the Department of Labor. 

• Partner with Talent Marketing on the promotion of talent acquisition opportunities and employee retention efforts 

• Participate in Talent Acquisition/Employee Retention events and promotions. 

• Partner with Employee Relations on retention efforts 

• Create opportunities to gather “Voice of the Employee” to include, but not be limited to stay-interviews, candidate and employee satisfaction evaluations, focus groups and learning teams. 

• Collaborate on strategies and solutions. 

• 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 department as needed/required. 

• Advise and partner with the Talent Acquisition Specialist to: 

• Source for key positions. 

• Convert leads to applicants in the CRM. 

• Create a requisition strategy and manage job postings in our ATS. 

• Define and manage contingencies in the hiring process. 

• Conduct Pre-Adverse and Adverse action process. 

• Liaise with Union representatives on hiring. 

• Maintain data and documentat