Human Resource Business Partner

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships in operations management to deliver talent solutions that reflect the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business units financial position its midrange plans its culture and its competition. The HRBP is responsible for driving comprehensive HR strategies policies and practices in the areas of talent acquisition workforce development talent management compensation diversity training and succession planning.

SUPERVISOR RESPONSIBILITIES: Yes

ESSENTIAL DUTIES:

• Offer expertise regarding organizational and people-related strategies and execution; provide insightful data to guide decision-making and provide proactive solutions:

• Create and manage job descriptions with input from operations for existing and emerging operations roles.

• Advise on organization design compensation and career pathing/competencies including succession planning.

• Partner with management and group leadership to execute a talent plan in alignment with business priorities and strategy

• Support the implementation of talent acquisition and retention plans across the assigned group ensuring that we are proactively developing our workforce.

• Champion Affiliate efforts and provide support for initiatives aimed at fostering enriching inclusive employee experience.

• Engage with group leadership using a collaborative and consultative approach that builds personal and functional credibility and establishes trust at all levels in the organization.

• Identifies talent gap issues and work with human resource colleagues and divisional partners in addressing viable solutions.

• Ensuring diversity equity and inclusion are built into the talent planning acquisition and management processes

• Trains and coaches Field Hiring Specialists on Structured Interview and Promotions process.

• Implement and oversee Structured Interview and Promotions processes.

• Support the talent review and performance management processes including advising managers on development plans to accelerate and enhance operations leadership

• Advises on Individual Development Plans as identified.

• Partner with Employee Relations on development as it relates to career pathing.

• Provides counsel and guidance on Union and Utility Contracts

• Reviews contracts (in the bid phase as well as existing contracts) and advises leadership on HR compliance areas.

• Ensures compliance and administration of all collective bargaining agreements.

• Create and manage workforce development programs in partnership with customers unions and local workforce development/community partners to drive talent acquisition and retention efforts

• Create and maintain relationships with customer union and local workforce development/community partners.

• Understand workforce development funding resources education clusters Energy Workforce Development Consortium (through CEWD).

• Opportunities and pre-apprenticeship/apprenticeship criteria through the Department of Labor.

• Partner with Talent Marketing on the promotion of talent acquisition opportunities and employee retention efforts

• Participate in Talent Acquisition/Employee Retention events and promotions.

• Partner with Employee Relations on retention efforts

• Create opportunities to gather Voice of the Employee to include but not be limited to stay-interviews candidate and employee satisfaction evaluations focus groups and learning teams.

• Collaborate on strategies and solutions.

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees reducing legal risks and ensuring regulatory compliance; partner with the legal department as needed/required.

• Advise and partner with the Talent Acquisition Specialist to:

• Source for key positions.

• Convert leads to applicants in the CRM.

• Create a requisition strategy and manage job postings in our ATS.

• Define and manage contingencies in the hiring process.

• Conduct Pre-Adverse and Adverse action process.

• Liaise with Union representatives on hiring.

• Maintain data and documentation including job architecture/description documents and Workforce analytics reporting

• Partner with the Talent Analyst to provide quarterly reporting on Talent Plans and forecasting/projections of talent needs (supply vs. demand).

• Protect confidential and process sensitive information in a professional and ethical manner.

• Performs other duties as assigned by management.

REQUIRED QUALIFICATIONS:

• BA/BS degree or equivalent practical experience MA/MS/MBA degree preferred

• 8 years of HR experience

• PHR SPHR SHRM-CP SHRM-SCP preferred

• Proficiency in Microsoft Office Suite including Microsoft Excel

• Knowledge of labor relations and/ or experience working in a union environment preferred.

• Proficiency in Human Resource Information Systems (HRIS) Applicant Tracking Systems (ATS) and Candidate Relationship Management (CRM) tools preferred UKG Pro (formerly UltiPro) and Phenom People

• Able to travel including overnights by ground and/or air transportation is required.

• Valid Drivers License

KNOWLEDGE SKILLS AND ABILITIES:

• Working knowledge of multiple human resource disciplines including compensation practices organizational diagnosis employee and union relations diversity performance management and federal and state respective employment laws.

• Exceptional interpersonal and communications skills; including oral and written communications listening and presentation/facilitation skills.

• Ability to interact effectively with all levels of management.

• Ability to comprehend interpret and apply the appropriate sections of applicable laws guidelines regulations ordinances and policies.

• Ability to acquire a thorough understanding of the organizations hierarchy jobs qualifications compensation practices and the administrative practices related to those factors.

• Robust analytical and problem-solving skill set

• Strategic approach with the ability to see the strategy through into action

• Extremely deadline-driven organized and able to multitask

• Comfortable with ambiguity and have a proven ability to create clarity

• Highest level of integrity and stellar judgement

• Strong collaborator who can work across global cultural and geographically dispersed teams

PHYSICAL DEMANDS AND WORK ENVIRONMENT:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job an employee must regularly stand walk sit for extended periods of time reach and perform repetitive keystrokes. While performing the duties of this job an employee must occasionally stoop kneel crouch crawl climb stairs and lift or move up to 25 pounds.

The position requires travel including overnights by ground and/or air transportation.

The noise level in the work environment is usually moderate but in operations the noise levels increase.

COMPENSATION: $83146 - $110000

Lewis Services regularly evaluates our compensation and benefit packages to ensure we remain competitive. Starting pay will be based on a candidates experience skills and education.

Our DEI Promise: Our commitment to Diversity Equity and Inclusion (DEI) is key to the success of our business. We respect the differences among us and we leverage those differences to create an environment where all employees feel welcome and fairly treated. We seek the best solutions possible by attracting and engaging a diverse workforce where all perspectives are sought and valued.

Lewis Tree Service is an equal employment opportunityemployer committed to providing equal opportunity for both applicants and employees. Lewis Tree Service prohibits unlawful discrimination or harassment of employees and applicants on the basis of race creed color national origin sex age (40) religion disability marital status sexual orientation genetic information citizenship status veteran status or any other legally protected characteristic all employment decisions including but not limited to recruitment hiring compensation training apprenticeship promotion demotion transfer lay-off and termination and all other terms and conditions of employment. Lewis Tree Services practices and policies are administered in accordance with applicable federal state and local laws.