Human Resources Business Partner I or II

Nebraska Public Power District (NPPD) has an immediate opening for a Human Resources Business Partner I or II located at Sheldon Station in Hallam, Nebraska. Candidate screening and selection processes will begin November 30, 2025, and the position will remain open until filled. This position will report to the Human Resources Business Partner Supervisor. 

Position Summary

The Human Resources Business Partner (HRBP) I role is intended to serve as a development role with the goal of achieving HRBP II status. The HRBP position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on Human Resources (HR)-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions.

 

The incumbent provides first-line professional level and strategic HR support to all levels of employees, management, and business units in functional areas of HR including, but not limited to, employment, recruiting, employee relations, coaching/counseling, workforce planning, workforce risk analysis, succession planning, and training on HR programs. Acts as a consultant in the areas of behavior modification, conflict resolution, position profile development, and pay administration. Ensures compliance with all legal and corporate guidelines, policies, and procedures.

 

HRBP I will naturally be a more transactional role while growing and developing into the more strategic role of an HRBP II. Oversight of activities will be necessary for individuals new to the HRBP I role as they develop towards the required independence of the HRBP II position. This requirement may limit flexibility in location opportunities as it will be key to have an HR support system in place and readily available for the HRBP I. 

 

Incumbent is relied upon as a standard-bearer and champion of policy and process adherence for the District. Accountability, honesty, and trustworthiness are key attributes for individuals in this role. 

Education, Training and Experience

HR Business Partner I

Bachelor's degree in human resources, business, or related field is strongly preferred. A combination of post-secondary education and direct HR experience (as described below) equivalent to seven years may be substituted for the education requirement (Example: Associates = two years + five years of related HR experience required).  

 

For individuals with a Bachelor's degree, a minimum of two years direct HR-related experience working in areas such as recruiting, consulting, performance management, investigations, Equal Employment Opportunity Commission (EEOC)/Affirmative Action, American with Disabilities Act (ADA), and Fair Labor Standards Act is required.

 

HR Business Partner II

Bachelor's degree in human resources, business, or related field is required. Four years of direct experience as an NPPD HRBP I may be substituted for the education requirement.   

 

A minimum of four years direct HR-related experience working in areas such as recruiting, consulting, performance management, investigations, Equal Employment Opportunity Commission (EEOC)/Affirmative Action, American with Disabilities Act (ADA), and Fair Labor Standards Act is required.

Licenses and/or Certifications

Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), Society for Human Resources Management-Certified Professional (SHRM-CP), Society for Human Resources Management-Senior Certified Professional (SHRM-SCP), or other HR related certification is desirable. Although not required, achievement of professional certification would demonstrate significant progress in career development and could be one of the determining factors towards advancement to HRBP II. 

Essential Duties & Responsibilities

Serve as a consultant and strategic resource to internal customers in the following areas: behavior modification, conflict resolution, workforce and succession planning, workforce risk analysis, organizational development, harassment/discrimination, pay administration, and disciplinary issues. Assist in workforce investigations