The Human Resources Business Partner (HRBP) acts as a consultant for company management on all issues related to human resources and provides support for organizational changes. The HRBP will perform at a strategic level and will also perform routine work while presenting a professional, value-added representation of the human resources function.
Essential Functions: -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following:
Provides daily HR guidance and support to assigned business units.
- Provides HR management support by serving as the first point of HR contact, attending leadership meetings, and providing HR policy guidance. Identifies training needs and partners with Organizational Development/Education to link resources to assigned business units. Analyzes HR metrics, identifies trends and areas for opportunity, and assists leadership in developing action plans. Supports administration of organizational surveys (organizational health, employee engagement, etc.). Creates and presents ongoing HR education.
- Performs work in employee relations by resolving employee relations/labor relations issues, documenting and logging issues; participating in investigations, documenting and logging investigations; participating in Labor Management meetings and documenting meeting outcomes; coaching staff-level and front-line supervisory employees on HR issues.
- Performs talent acquisition duties by conducting non-bargaining unit recruitment, participating in interviews, and facilitating apprenticeships. Assists leaders with forecasting staffing needs; monitors and reports on workforce and succession planning. Supports recruitment functions/initiatives.
May provide functional expertise in one or more of the following areas: benefits, compensation, leave administration, talent acquisition.
Assists with developing budgets and/or forecasts for headcounts and compensation expenses.
Creates and updates job descriptions.
Recommends, develops, supports, and facilitates HR initiatives and strategies (researching, developing timelines, creating work standards, implementation of programs and policies, etc.).
Writes/updates policies and procedures. Completes annual review of assigned policies for relevance and appropriateness.
Meets ongoing position expectations, including but not limited to:
- Attends internal trainings assigned to leadership staff.
- Participates in at least 16 hours of HR development per year (conferences, webinars, seminars, workshops), and trains HR team on knowledge gained.
- Serves on one PUD team (safety, continuous improvement, process improvement, etc.).
- Learns and maintains in-depth understanding of assigned business units’ work.
- Learns and maintains in-depth understanding of Collective Bargaining Agreement.
Demonstrates commitment to Grant PUD’s mission, vision, values, strategic plan and Vision 2021. The incumbent should be familiar with these organizational priorities and behave in a way that aligns with these expectations.
Understands and adheres to compliance requirements for this position that may include laws, regulations, security guidelines, Grant PUD policies and procedures.
Actively participates in all aspects of our safety program, including but not limited to:
- following all safety policies and procedures,
- alerting supervisors and coworkers to unsafe or hazardous working conditions,
- reporting any safety incidents or close calls within 24 hours to supervisor, and
- accepting feedback from supervisors and coworkers regarding your personal safety performance.
Bachelor’s degree in a related field and six years of recent, relevant experience —or— Master’s degree in a related field and four years of recent, relevant experience —or— May consider 10 years of recent, relevant experience with understanding of degree completion deadline; subject matter expert in one area of HR.
Certification: Possesses and maintains at least one of the below certifications. If not certified upon hire, must obtain certification within 12 months of start date.
- HR Certification Institute’s Professional in Human Resources or Senior Professional in Human Resources (PHR/SPHR)
- Society for Human Resource Management’s Certified Professional or Senior Certified Professional (SHRM-CP/SHRM-SCP)
- Certified Compensation Professional (CCP)
- Certified Employee Benefits Specialist (CEBS)
- Society for Human Resource Management’s Talent Acquisition Specialty Credential
Knowledge and Skills
Knowledge of – current knowledge of all areas of HR, including federal and state employment laws; HR metrics; HRIS
Skill in – demonstrated interpersonal skills, presentation skills, ability to analyze data and draw valid conclusions, determining when issues need escalation to HR management
- A valid state driver’s license is required.
- Will perform work at various utility sites and remotely, with at least one day per week at Ephrata Headquarters.
- In-person attendance at weekly Business Partner at least once each month.
Majority of work is performed in a standard office setting. Ability to operate a motor vehicle is required.