Senior Manager, HR (HRBP)

Position Summary

The Sr. Manager, HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

Key Responsibilities

• Lead a small team of 2-3 HR Generalist and Coordinators.
• Oversee Onboarding and Offboarding processes for your respective Business Line(s).
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Partner with Power Generation business lines, including Nuclear, Gas, Coal and Renewables.
• Partner with Labor Relations, Payroll, Finance and Operations to properly onboard and integrate Union(s).
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Assists with developing, coordinating and recommending changes for the improvement of workflow, processes, policies, and procedures to maintain compliance.
• Maintains compliance with federal, state, and local employment laws and regulations.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, and employment law.
• Develops methods and procedures for compiling and analyzing data for reports and special projects.
• Implements new hire orientation for corporate employees and employee recognition programs.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters.
• Effectively builds and maintains positive employee relationships and interactions among the organization.
• Assist in creating site polies for new contracts awarded.
• Collaborates and communicates with internal departments as needed.
• Maintains comprehensive records for your department within the company electronic filing system and other software.
• Performs other related duties as requested.

Required Skills and Abilities

• Excellent verbal and written communication skills; Excellent interpersonal and customer service skills
• Excellent organizational skills and attention to detail
• Excellent time management skills with a proven ability to meet deadlines
• Strong analytical and problem-solving skills
• Ability to prioritize tasks
• Ability to maintain confidential information and function within a fast-paced environment
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to prioritize tasks and to delegate them when appropriate.
• Proficient with Microsoft Office Suite to include Excel, Word and PowerPoint, OneNote, etc.
• Must possess the willingness and ability to complete and pass all pre-employment and employment screening requirements which may include but are not limited to medical, psychological, background and substance abuse screenings.

Education and Experience

• High School diploma or GED certificate required; bachelor''s degree preferred
• 10+ years of HR experience in Construction or Manufacturing environment
• 3+ years of Leadership and Management experience
• 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.
• Knowledge of Davis-Bacon and SCA, preferred.
• 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.

Physical Requirements

• Primarily consists of sedentary work with prolonged periods of sitting at a desk and working on computer or using telephone
• Frequent sitting, talking, hearing and repetitive motions
• Walking standing reaching pushing pulling lifting required occasionally
• Close visual acuity to perform an activity such as preparing and analyzing data and figures; transcribing; viewing a computer screen; expansive reading; visual inspection involving small effects, small parts and or operation of office equipment at distances close to the eyes
• Responsibility for various tasks carried out in the corporate office or home office.
• Must be able to lift up to 15 pounds.
• Travel required up to 25%, attending meetings, as scheduled.

Equal Employment Opportunity

RPG is an equal opportunity employer. We do not discriminate in employment on account of race, color, religion, national origin, citizenship status, criminal history, ancestry, age, sex, gender, sexual orientation, marital status, physical or mental disability, military status, or discharge from military service. RPG provides its services to many clients in their various business sectors who may have physical, mental, pre-employment screening and/or citizenship requirements. These requirements are driven by contracts and/ or security requirements that RPG is required to adhere to, and which may vary between clients and their respective high-security industries. Misrepresentation or falsification of qualifications or background information is grounds for termination, denial of employment and/ or disqualification from future employment consideration.