HR Business Partner

Essential Duties and Responsibilities

Strategic HR Partnership

• Partner with business leaders to develop and execute people strategies that support organizational goals and operational objectives.
• Serve as a trusted advisor to managers and leaders on workforce planning, talent development, employee engagement, organizational design, and change management initiatives.
• Analyze workforce trends and metrics to identify opportunities and recommend solutions that improve business performance and employee experience.
• Support organizational growth initiatives through effective talent and succession planning.

Employee Relations & Performance Management

• Provide guidance and coaching to managers regarding employee relations matters, conflict resolution, corrective action, and performance concerns.
• Conduct or support workplace investigations while ensuring fair, consistent, and legally compliant outcomes.
• Partner with leaders to drive a high-performance culture through performance management programs and employee development initiatives.
• Facilitate employee grievance resolution and serve as a resource for complex employee matters.
• Promote positive employee relations and engagement across all levels of the organization.

Talent Management & Workforce Planning

• Collaborate with leadership to identify talent needs and support workforce planning initiatives.
• Partner with the Recruitment team for key management and professional positions.
• Partner with managers to develop succession plans and identify high-potential talent.
• Support onboarding programs that ensure successful integration of new employees and reinforce organizational culture and values.
• Oversee offboarding processes and analyze turnover trends to identify opportunities for retention improvement.

HR Programs & Compliance

• Recommend, develop, and implement HR policies, procedures, and programs that support business objectives and employee engagement.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain and update the employee handbook and related HR policies.
• Conduct periodic HR audits and assessments to ensure compliance and operational effectiveness.
• Partner with HR leadership to implement and communicate organizational initiatives and policy changes.

Compensation, Benefits & Leave Administration

• Consult with HR leadership regarding compensation strategies, market trends, and salary structures.
• Support benefits administration and employee communication related to available programs.
• Work with HR leadership to ensure compliance with leave management processes, including FMLA, ADA accommodations, Short-Term Disability, and Long-Term Disability programs.
• Review workforce-related reports and metrics to ensure accuracy and support strategic decision-making.

Culture & Employee Engagement

• Partner with leadership to foster a positive, inclusive, and engaging workplace culture.
• Lead and support employee recognition and engagement initiatives across the organization.
• Support change management efforts by facilitating communication, training, and employee adoption of new programs and initiatives.
• Champion company values and help reinforce a culture of accountability, collaboration, and continuous improvement.

Qualifications

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• Minimum of seven (7) years of progressive Human Resources experience, including experience supporting business leaders in an HR Business Partner, HR Manager, or similar strategic HR role.
• Experience supporting a multi-site or mid-sized organization preferred.
• Professional HR certification required (SHRM-CP, SHRM-SCP, PHR, or SPHR); senior-level certification preferred.

Knowledge, Skills, and Abilities

• Strong knowledge of federal, state, and local employment laws and regulations.
• Demonstrated ability to influence, coach, and build effective relationships with leaders and employees at all levels.
• Strong business acumen with the ability to align HR strategies to organizational goals.
• Excellent communication, presentation, and interpersonal skills.
• Proven ability to manage sensitive and confidential information with discretion.
• Strong conflict resolution, problem-solving, and decision-making skills.
• Experience utilizing HR metrics and analytics to support recommendations and business decisions.
• Highly organized with exceptional attention to detail.
• Ability to manage multiple priorities in a fast-paced environment.
• Demonstrated adaptability, resilience, and sound judgment.

Working Conditions

• Work is performed primarily in an office environment and requires the use of standard office equipment and computer systems.
• Position may require occasional travel to company locations as needed.
• Work consists primarily of sedentary activities, with occasional lifting of up to 10 pounds.
• Requires substantial use of hands, wrists, and fingers for keyboard and computer work.
• Requires visual acuity sufficient to analyze data, prepare reports, and perform computer-based tasks.

Disclaimer

This job description is not intended to be all-inclusive. Employees may perform other related duties as assigned to meet the ongoing needs of the organization.

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

PowerGrid Services, LLC is an Equal Opportunity Employer.