HR Business Partner, I, II, Senior

                                                                        POSITION OVERVIEW 
The HR Business Partner (HRBP) is responsible for delivering HR strategy and service in alignment with business objectives for assigned business areas. Using a deep understanding of business operations and organizational culture, acts as a strategic partner and trusted advisor to the business. Services include designing, delivering and executing talent solutions; providing HR coaching and advisory; leading change initiatives; facilitating resolutions; and responding quickly to address employee & labor relations issues and urgent workforce situations. Partners with HR Centers of Expertise (COE) and HR Solutions Center (HRSC) to deliver both enterprise and customized HR solutions to the business with special focus on designing the employee experience to drive engagement outcomes. As a member of the HRBP team, serves as the primary HR point of contact in assigned business areas. 
                                                                                     POSITION-RELATED RESPONSIBILITIES 

Strategic Partnership: 

• Understands HR strategy and how it aligns with overall organizational strategy; actively aligns service delivery approach. 
• Builds strong working relationships and credibility with employees, leaders and other HR team members through responsiveness, accuracy, positivity, and delivering on commitments, as well as, open communications, visibility and trust-building behaviors. 
• Collects business requirements and conducts root cause analysis to understand the drivers of talent challenges. 
• Analyzes trends and metrics to develop insights, inform talent solutions, and recommend actions/interventions that support business objectives for assigned business areas; identifies needs for reporting and dashboards that support the business. 
• Leverages internal networks (e.g., HR COEs and Solution Center, Finance, IT, Communications, etc.) to design and implement integrated talent solutions that address business needs; may assist other HRBPs to design talent solutions for their assigned business areas. 

Coaching & Consultation: 

• Coaches leaders at all levels to assess needs and make effective decisions about the workforce, provide resources/information, and enable leaders to build effective people management skills; proactively coaches leaders to build skills and reduce future employee relations issues. 
• Provides HR consultation on the interpretation and implementation of HR policies and procedures, employment legislation, performance management, and change management processes; escalates as needed and provides risk analysis/decision support when required. 
• Uses survey data and knowledge of employee experience strategies to coach leaders in developing realistic goals and effective action plans to achieve desired engagement outcomes; contributes ideas for enhancing the employee experience at UNS/UES. 
• Identifies total rewards issues that may be impacting employee engagement and retention, then shares insights with HRBP leadership; makes recommendations for promotions, equity reviews, and other employee moves that have compensation or benefits impacts (escalates and/or partners with the Total Rewards team as needed). 

Process & Program Execution: 

• With leadership direction, communicates and implements annual HR processes and corporate HR initiatives/projects in assigned business areas (e.g., succession planning, workforce planning, performance management, engagement survey, enterprise learning, benefits open enrollment, etc.) 
• Identifies training, development, and leadership coaching needs for assigned business areas; escalates to HRBP leadership and makes recommendations, then delivers according to the approved approach (may include facilitating new hire orientation and/or local training for employees or leaders in assigned business areas). 
• Supports organizational change initiatives, modeling effective change leadership practices. 
• Contributes to organizational design and employee movement for assigned business areas as a trusted advisor and implementor. 
• In partnership with the Benefits team, assists in administering FMLA and other leave programs by educating/coaching employees and leaders on program provisions; conducts an interactive process with employees to evaluate accommodation needs requested under the ADA and partners with Benefits and Occupational Health Services to guide compliance with legal