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Position Description:

The Manager, HR Business Partnership leads a team of HRBPs who strengthen leader capability, support organizational effectiveness, and deliver consistent, insight‑driven HR partnership across assigned business areas. The role builds strong relationships with senior leaders, develops HRBP capability, and collaborates closely with HR Centers of Expertise and the HR Solutions Center to ensure aligned, high‑quality HR service delivery. The Manager fosters a cohesive, modern HRBP team that models UNS values and contributes to a unified HR ecosystem.

Key Responsibilities:

Strategic Partnership & Workforce Insight:

• Builds strong, trust‑based relationships with senior leaders to understand business priorities, workforce needs, and organizational dynamics.
• Strengthens HRBP delivery of modern, consistent, and enterprise‑aligned HR partnership by reinforcing effective collaboration with HR Centers of Expertise and the HR Solutions Center.
• Guides HRBPs in using workforce data and trends to diagnose talent challenges, identify root causes, and recommend practical, enterprise‑aligned HR solutions.
• Supports escalations and serves as HRBP for assigned business areas, maintaining a small portfolio to support business needs that require senior‑level partnership support.

Leader Coaching & Advisory:

• Models effective coaching and advisory practices and guides HRBPs in strengthening leader capability through clear guidance, insight, and practical decision support.
• Supports HRBPs in helping leaders navigate complex situations with consistency, clarity, fairness, and alignment to UNS values and HR policies.
• Reinforces HRBP coaching of leaders in using workforce data and employee experience insights to make informed decisions and proactively address workforce challenges.
• Guides HRBPs in identifying training, development, and leadership coaching needs within assigned business areas and partnering with Talent Development to support aligned solutions.
• Partners with HR Centers of Expertise to ensure leaders receive accurate, aligned guidance on HR programs, processes, policies, and changes.

Employee Experience & Organizational Effectiveness:

• Ensures HRBPs apply employee experience principles to strengthen engagement, support organizational health, and help leaders improve the day-to-day experience of employees in assigned business areas.
• Leads HRBPs in assessing organizational effectiveness needs, including team dynamics, role clarity, and communication patterns.
• Guides HRBPs in leading organizational design activities for assigned business areas, including assessing structure, role definition, spans of control, and best practices.
• Supports HRBPs in partnering with leaders to design and implement organizational changes that impact individuals and teams.
• Partners with HR COEs to bring business insights, challenges, and workforce needs into program and solution design, ensuring HRBPs and COEs co‑create practical, aligned, high‑quality HR solutions.
• Ensures HRBPs effectively support communication and execution of annual HR processes and enterprise HR programs, reinforcing consistency and alignment within HR and across the organization.
• Ensures HRBPs lead job description development and updates for assigned business areas, maintaining clarity, accuracy, and alignment with organizational design and enterprise HR standards (in partnership with Talent Acquisition and Compensation).

Employee Relations:

• Leads the full Employee Relations function within assigned business areas, guiding HRBPs in managing ER issues (e.g., performance concerns, conflict resolution, behavioral issues, ethics or policy violations, and other complex employee situations) with sound judgment, effective documentation, and values‑aligned decision‑making.
• Oversees HRBP execution of comprehensive ER casework, including intake, assessment, documentation, investigation, and partnership with Legal, Corporate Compliance, and HR leadership, as appropriate.
• Reviews and advises on HRBP‑led investigations to maintain quality, objectivity, compliance, and alignment with enterprise ER standards; manages escalation of high‑risk or sensitive cases.
• Guides HRBPs in coaching leaders on FMLA, leave programs, ADA considerations, and related employee support needs, reinforcing appropriate roles, responsibilities, and alignment with HR policies.
• Identifies ER trends, patterns, and systemic issues across business areas and partners with HR leadership to address root causes and strengthen organizational health.

Labor Relations:

• Partners with the Labor Relations function to build HRBP understanding of labor agreements, escalation pathways, and appropriate boundaries between HRBP and LR responsibilities.
• Supports HRBP participation as business‑area subject matter experts during labor negotiations and LR‑led activities, providing operational context, workforce insights, and leader perspectives.
• Collaborates with Labor Relations to communicate contract changes and labor‑related updates within assigned business areas, ensuring clarity, consistency, and alignment with enterprise LR guidance.
• Guides HRBPs in addressing leader questions and day‑to‑day issues related to labor contracts, ensuring interpretation and resolution occur in partnership with Labor Relations.
• Serves as a resource to Labor Relations by providing business insights and operational context that inform grievance resolution, contract administration, and enterprise LR strategy.
• Promotes timely escalation of potential labor issues, including matters involving contract interpretation, union interactions, grievances, or potential arbitration, reinforcing LR COE ownership of labor strategy and case management.

Team Leadership & HR Ecosystem Collaboration:

• Leads, develops, and coaches HRBPs to strengthen individual skills and team capabilities, using regular feedback, case reviews, pattern identification, and targeted development to build professional excellence and consistent HRBP practice.
• Sets clear expectations for HRBP role execution, reinforcing modern HRBP behaviors, appropriate altitude, and alignment with enterprise HR strategy.
• Collaborates closely with HR Centers of Expertise and the Solutions Center to maintain alignment, support enterprise initiatives, and ensure HRBPs operate cohesively within the HR ecosystem.
• Partners with the HRBP Director to align priorities, address emerging workforce or organizational issues, and support enterprise‑level HR strategies and initiatives.
• Promotes a culture of accountability, shared learning, and connection within the HRBP team, reinforcing consistent role execution across business areas.
• Performs other duties as assigned.
• May provide services to affiliates of the Company subject to the UNS Energy Code of Conduct and the related Policies and Procedures.

Knowledge, Skills & Abilities:

(Equivalent combination of education and experience will be considered.)

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business, or related field; or equivalent combination of education and experience.
• 7–10 years of progressive HR experience with strong background in HR business partnership, employee relations, and leader coaching.
• 5+ years of experience leading and developing HR professionals, including coaching, feedback, and capability building.
• Demonstrated experience operating within a modern HR Business Partner model, including strategic partnership with business leaders and collaboration across HR Centers of Expertise.
• Strong knowledge of employee relations practices, conflict resolution, investigations, and values‑aligned decision‑making.
• Thorough knowledge of federal and state employment and labor laws (e.g., FMLA, ADA, EEO, NLRA, FLSA).
• Experience assessing organizational effectiveness (team dynamics, role clarity, communication patterns) and supporting organizational design and change activities.
• Ability to use workforce data and employee experience insights to diagnose issues, identify patterns, and inform decisions.
• Exceptional communication skills, including the ability to present information, coach leaders, and navigate sensitive or complex situations with tact and diplomacy.
• Strong analytical and problem‑solving skills, including the ability to synthesize data and draw valid conclusions.
• Demonstrated ability to manage complexity, operate with independence, and collaborate effectively across HR and business teams.
• Proficiency with HRIS systems and enterprise technology tools.
• Ability to travel regularly across the company’s service territory.
  

Preferred Qualifications:

• Master’s degree in Human Resources, Business Administration, Organizational Development, or related field.
• Experience leading HRBPs or HR teams in a utility, energy, or regulated industry environment.
• Advanced experience in organizational design, organizational effectiveness, or change management.
• Experience partnering with Labor Relations COEs and supporting leaders in unionized environments.
• Experience using workforce analytics, employee experience data, or HR dashboards to inform strategy and decision‑making.
• Experience developing HRBP capability models, maturity roadmaps, or team development plans.
• Certification such as SHRM‑CP, SHRM‑SCP, PHR, SPHR, or equivalent.

ADA Requirements and Physical Demands:

The physical demands as described are representative of those that must be met by the person in this position to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Office Work:
  • Sit, Stand, Walk and Bend: This position regularly requires prolonged periods of sitting. Occasionally requires standing, walking, or bending for short periods of time.
  • Use of Hands/Fingers: To operate a computer, keyboard, mouse, and other office equipment.
  • Speech/Hearing: This position frequently communicates with others via phone and in-person.
  • Visual Acuity: For reviewing detailed operational reports.
• Lifting: Ability to lift and carry items weighing up to 15 pounds, as needed.
• Safety Sensitive: This position does not perform safety sensitive functions.
• Travel: Regular travel to operational sites, industry events, and stakeholder meetings.