HR Business Partner- Operations

HR Business Partner – Operations
This position will support Plant Miller in Quinton, AL and potentially other sites/groups as needed.

We are looking for a dynamic HR professional who is interested in being the focal HR representative for a power generating plant. You will have the opportunity to become a trusted strategist and an integral resource to employees at all levels. You will have direct access to plant leadership and the instant ability to impact our people strategy. This is a role that will allow you to have real influence.

This is an on-site HR role that requires visibility with our site employees who are on-site ensuring we produce the energy to power our communities. As such there is limited flexibility in terms of work location, this role is ideally suited to someone who values developing relationships and connecting with their colleagues on a daily basis. This role will be primarily be located at Plant Miller, about 25 miles North West of Downtown Birmingham, AL, but could support other plant sites or business partners as needed.

JOB SUMMARY

We are actively seeking an individual with the ability to be a strategic business partner working with our plant management team and HRBP team.  As an integral part of the plant's leadership team, the HR Business Partner collaborates closely with leadership to recommend human resource solutions and support the plant achieving its business goals as well as helping the generation HR business partner team with key people projects and initiatives.  The successful candidate will have a solid background in human resources, with demonstrated ability consulting internally with multiple levels of management, facilitating high-level discussions, supporting employee development, and managing human resources projects, programs, and company initiatives. 

JOB RESPONSIBILITIES

• Support management in forecasting and planning their talent pipeline requirements in line with the business strategy.
• Assist business unit leaders in providing employees with development opportunities that align with current and future performance standards.
• Partner with management and talent acquisition on strategic staffing and projecting the workforce needed to meet current and future business objectives.
• Facilitate a strong leadership and coaching culture.
• Provide expert advice and coaching as appropriate.
• Review and benchmark the internal and external environment to improve HR policies and initiatives.
• Foster an environment of inclusion, respect and equity.
• Act as a liaison between the business and HR to ensure that HR services are aligned with internal client needs.
• Identify new opportunities for HR to add value to the business.
• Manage specific projects as determined in the annual HR operational plan and contribute to functional and cross-functional initiatives.

JOB QUALIFICATIONS

Education & Certifications:

• Bachelor's degree in Human Resources or related field preferred
• Advanced degree and/or SPHR or SHRM SCP certification preferred

Job Experience:

• Minimum of 2 years of experience in multiple human resources disciplines working with a broad range of employees (i.e. union / non-union, exempt / non-exempt) is preferred.
• Demonstrated ability to consult with all levels of management through building effective relationships, facilitating discussions, offering objective solutions, influencing, and demonstrating a flexible and adaptive approach.
• Experience within a company serving in an HR business partner consulting role partnering with the business, including senior management, is desired (vs. HR generalist role).
• Experience in a plant/manufacturing and or public utility environment preferred.
• Prior experience with strategic staffing, workforce planning, HR project management and change management desired.

Knowledge, Skills & Abilities:

• Ability to develop clear, actionable steps in support of an overall business strategy
• Ability to identify new ways for HR to support the business strategy
• Significant knowledge of HR disciplines such as talent management, strategic staffing, workforce planning, employee relations, compensation, employee development, organizational effectiveness, employment law and compliance, and inclusion/culture consulting with an understanding of their application in solving customer issues
• Ability to use analytical skills to identify and recognize trends from data analysis and translate into recommendations for action
• Ability to diplomatically offer objective and creative solutions to client issue