HR Business Partner

Responsibilities

• Partner with leaders at all level of the organization to understand business objectives, operational realities, workforce constraints, and skill/capability needs; develop HR solutions that help leaders improve team capability, execution, engagement, and accountability.
• Coach leaders to strengthen their ability to communicate priorities, set clear expectations, provide needed resources, remove barriers, give effective feedback, recognize strong performance, and hold employees accountable when expectations are not met. Enhance frontline leadership effectiveness, communication, accountability, and trust across professional, technical, skilled trades, and shift ‑ based teams.
• Provide guidance and coaching to managers and employees with regards to employee engagement, performance management, career development, talent assessment and retention.
• Serve as an employee advocate; proactively identify opportunities and develop solutions to improve the employee experience.
• Conduct investigations as required to address employee complaints, policy concerns, workplace issues, or other employee relations matters; provide sound recommendations that balance employee experience, business needs, and compliance/risk considerations.
• Partner with HR Centers of Excellence (COEs) in the planning and execution of various HR programs.
• Partner with leaders to develop and implement strategies to drive positive employee relations and effective, 2-way communication.
• Lead the annual succession planning, talent review, and compensation planning processes.
• Assist with the transformational change and communication efforts by providing consultative support to leaders to develop and execute business strategies.
• Partner with department leadership and Talent Acquisition to define staffing requirements, assess role requirements, support workforce planning, and manage staffing strategies for full-time, temporary, technical, professional, and skilled trades resources.
• Be a consistent and visible presence with the workforce, including shift-based employees as needed, to build trust, maintain a pulse on the organization, and provide feedback and recommendations to leadership.
• Travel to assigned locations/sites around the country quarterly to meet with employees, understand field and site-based workforce needs, assess risks, and recommend/develop solutions.