HR Business Partner

As an S&C Electric team member, you’ll work on projects that have real-world impact. You’ll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We’re big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively. 

Join S&C to make an impact on tomorrow’s energy challenges and become an employee-owner!

Hours 

• 8:00 am – 5:00 pm (Mon-Fri) Hybrid

Compensation

At S&C, we provide competitive and equitable compensation for all our team members, and we are committed to transparency in our pay practices. The estimated annual base salary range for this position in the United States can be found in the JOB INFO section below. Individual pay within this salary range is determined by several compensable factors, including performance, knowledge, job-related skills and experience, and relevant education or training. This role is also eligible for S&C’s annual incentive plan (AIP), subject to eligibility criteria.

Join Our Team as a “Human Resource Business Partner”!

Are you passionate about human resources? S&C Electric Company is seeking a dynamic individual to coordinate our production function. As a HRBP, you’ll be crucial in ensuring smooth operations and supporting our diverse team. The Team Member Relations function is pivotal in aligning strategic human resources expertise with S&C's business needs. Serving as strategic partners to the business, the Team Member Relations function collaborates with leaders to shape HR strategies, focusing on talent management, workforce planning, and organizational development. Simultaneously, the department prioritizes a forward-thinking approach to employee relations, proactively engaging with employees and management to address issues, ensuring fair resolutions, and fostering a positive work environment. With a commitment to enhancing the overall employee experience, the Team Member Relations department plays a central role in driving organizational success. 

The Human Resources Business Partner (HRBP) helps to align S&C’s people strategy with its business strategy. They coach and partner with leaders to identify and understand people issues relevant to the business. They provide advice and expertise through new and innovative HR ideas that support the business’s current and changing needs and objectives. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results to meet our KPIs in Engagement, Safety, Quality, Delivery, and Cost (SQDC).  

Key Responsibilities:

•  Partner with business leaders to develop their talent strategy to support the business growth while maintaining an engaging, respectful & fun work environment.  
• Participate in succession and workforce planning to ensure key talent is selected and developed to fill critical roles. 
• Act as a strategic partner in the recruiting process, working with business leaders to identify current and future talent needs. Works with talent acquisition to help translate talent needs into actionable recruitment requests.  
• Provide compensation support to leaders for all salary actions including the annual salary review, promotions & job re-leveling situations, Insuring adherence to S&C’s compensation philosophy.  
• Guide business leaders in effective change management strategies and the deployment of change (e.g. Organizational Redesign). 
• Support the performance review process by coaching leaders on completing accurate and equitable reviews, reviewing changes in wages for conformance to S&C’s global compensation policies, and ensuring company-wide consistency. 
• Participate in the development, communication, and ongoing management of various HR programs and policies in talent management, employee engagement, talent and leadership development, and employee relations.  
• Act as a Change Agent by identifying gaps in individual, team, and leadership performance, as well as organizational structure, and act as a performance improvement driver in the promotion and implementation of change management initiatives.  
• Work with leaders by providing guidance and coaching on