Human Resources Business Partner – Energy Transformation

SUMMARY 

The HR Business Partner (HRBP) for Energy Transformation will provide strategic and comprehensive HR support to the Energy Transformation team, ensuring alignment with business objectives and operational goals. This role will act as the primary HR contact for the department, partnering with leadership to address HR needs related to recruitment, employee relations, performance management, training, compliance, and employee engagement. 

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. 

Recruitment & Onboarding: 

• Partner with the Talent Acquisition team to facilitate the recruitment process for Energy Transformation, ensuring the attraction and selection of top talent aligned with operational needs. 

• Support the onboarding process for new hires for the Energy Transformation team, ensuring smooth integration and completion of all necessary documentation, training, and orientation activities. 

Employee Relations: 

• Serve as the first point of contact for employee relations concerns within the Energy Transformation department, offering support for conflict resolution, fostering a positive work environment, and ensuring timely resolution of issues. 

• Provide expert guidance to Energy Transformation team on HR policies, procedures, and best practices to ensure alignment with company values and operational objectives. 

• Lead initiatives to promote employee engagement and well-being, tailoring strategies to the unique needs of the Energy Transformation team. 

Performance Management: 

• Collaborate with Energy Transformation leadership to develop performance management systems and processes that drive high performance and meet business goals. 

• Guide managers in conducting performance reviews, addressing performance issues, and providing coaching and feedback to employees. 

• Monitor and assess the effectiveness of performance management processes, working with leadership to implement improvements where necessary. 

Training & Development: 

• Assess training and development needs within Energy Transformation in collaboration with management, identifying skills gaps and opportunities for growth. 

• Support the design, delivery, and tracking of relevant training programs aimed at improving employee skills, operational efficiency, and overall team performance. 

• Ensure that learning initiatives are aligned with business goals and are effective in fostering continuous improvement. 

Compliance & Policies: 

• Ensure that the Energy Transformation team complies with all relevant labor laws, company policies, and safety regulations. 

• Assist in maintaining accurate employee records and monitoring compliance with required certifications, training, and safety standards. 

• Promote understanding of and adherence to HR policies, safety protocols, and legal requirements within Energy Transformation. 

Compensation & Benefits: 

• Act as a liaison between the Energy Transformation team and the HR team to address compensation-related inquiries, including payroll, bonuses, and benefits. 

• Assist with the implementation of compensation reviews and ensure that benefit offerings are clearly communicated and accessible to employees within the department. 

HR Reporting & Data Management: 

• Track and report on HR metrics related to the Energy Transformation team, such as turnover rates, absenteeism, training completion, and performance outcomes. 

• Provide regular reports to the Energy Transformation leadership team, identifying trends and recommending strategies for improvement. 

Employee Engagement & Well-being: 

• Collaborate with leadership to implement employee engagement initiatives, fostering a culture of inclusivity, recognition, and team cohesion within Energy Transformation. 

• Support the development and implementation of wellness programs and work-life balance initiatives to improve the overall well-being of employees in the department. 

QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be provided to enable individuals with disabilities to perform essential functions. 

EDUCATION and/or EXPERIENCE and SKILLS 

• Bachelor’s degree in Human Resources, Business Administration, or related field. 

• 7-10 years of experience in HR, preferably in Manufacturing or with a focus on Energy Transformation. 

• Previous M&A experience, as well as site safety and risk prevention are highly preferred. 

• Proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook, SharePoint). 

• HRIS experience with systems like TriNet, ADP, Paycom, UltiPro, or UKG. 

• Knowledge of Recruiting. Ability to work hiring managers to understand the requirements of each role. 

• Experience in payroll preparation and ensuring accuracy. 

• Excellent interpersonal and relationship-building skills, with the ability to engage effectively with employees at all levels of the organization. 

• Strong problem-solving skills and a strategic mindset for addressing HR challenges in an operational environment. 

• Project management skills and the ability to manage multiple priorities and meet deadlines. 

• Exceptional communication skills, both written and verbal, with an ability to deliver clear, concise, and impactful messages. 

• Strong attention to detail, organizational skills, and commitment to accuracy. 

• Ability to maintain confidentiality and handle sensitive information with discretion. 

• Ability to work collaboratively in a team-oriented environment, building positive relationships across the organization. 

• Preferred, but not required, certifications from the Society for Human Resource Management (SHRM) or the HR Certification Institute (HRCI). 

• Bilingual (English and Spanish) is a plus. 

LANGUAGE SKILLS: Ability to read, analyze, and interpret general business publications.