Position Summary
Under general direction, the Human Resources Business Partner (HRBP) acts as a consultant for company management on all issues related to human resources, labor relations, employee relations, and provides support for organizational changes. The HRBP will perform at a strategic level and will also perform routine work while presenting a professional, value-added representation of the human resources function.
Job Responsibilities
Essential Functions: Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following:
- Provides daily HR guidance and support to assigned business units.
- Provides expert level HR management support and consultation by serving as the first point of HR contact, attending leadership meetings.
- Provides support in the creation and analysis of HR metrics, identifies trends and areas for opportunity, and assists leadership in developing action plans.
- Supports administration of organizational surveys (organizational health, employee engagement, etc.). Creates and presents ongoing HR education.
- Performs work in employee and labor relations by resolving employee relations/labor relations issues, documenting, and logging issues; participating in investigations involving major infractions, documenting, and logging investigations; participating in Labor Management meetings and supporting business units on preparation materials and outcomes; coaching staff-level and front-line supervisory employees, and management on HR issues.
- Performs talent acquisition duties by conducting non-bargaining unit recruitment, participating in interviews, and facilitating performance discussions with supervisors on apprenticeships. Assists leaders with forecasting staffing needs, monitors and reports on workforce and succession planning. Supports recruitment functions/initiatives.
- Provides advice to management regarding adherence to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues.
- Coach managers/supervisor on how to proactively address and resolve issues and by recommending training for manager and team member where gaps exist.
- Leads supervisors and managers in the interactive process ensuring compliance with the Americans with Disabilities Act (ADA).
- Provides expert level consultation on all employee relations matters providing guidance to district supervisors and managers that adhere to Title VII of the Civil Rights Act and Washington State Law Against Discrimination.
- Leads and/or participates in HR projects as needed.
- May provide functional expertise in one or more of the following areas: benefits, compensation, talent development, policy compliance, leave and reasonable accommodation administration (ADA), talent acquisition, labor relations, and payroll.
- Assists with developing budgets and/or forecasts for headcounts and compensation expenses.
- Creates and updates job descriptions.
- Recommends, develops, supports, and facilitates HR initiatives and strategies (researching, developing timelines, creating work standards, implementation of programs and policies, etc.).
- Supports and assists with policies and procedures creation and/or updates. May complete annual review of various assigned policies for relevance and appropriateness.
- Demonstrates commitment to Grant PUD’s mission, vision, values, strategic plan, and the Code of Excellence. The incumbent should be familiar with these organizational priorities and behave in a way that aligns with these expectations.
- Understands and adheres to compliance requirements for this position that may include laws, regulations, security guidelines, Grant PUD policies and procedures.
- Actively participates in all aspects of our safety program, including but not limited to: following all safety policies and procedures.
Education and Experience
Required
- 5 years of experience directly related to the duties and responsibilities specified.
- Working knowledge of multiple human resource disciplines, including compensation practices, employee and labor relations, performance management, and federal and state employment laws in areas related to EEO, leaves of absence, ADA, Worker’s compensation, and wage and hour.
Preferred
- Possesses and maintains at least one of the below certifications:
- HR Certification Institute’s Professional in Human Resources or Senior Professional in Human Resources (PHR/SPHR)
- Society for Human Resource Management’s Certified Professional or Senior Certified Professional (SHRM-CP/SHRM-SCP).
- Certified Compensation Professional (CCP)
- Previous experience with collective bargaining agreements.
License and Certifications
Required
- A valid State driver's license with no restrictions.
Other Knowledge, Skills, and Abilities
- Knowledge of current knowledge of all areas of HR, including federal and state employment laws; HR metrics; HRIS.
- Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues.
- Knowledge of federal and state employment laws and regulations, and public sector employment policies and procedures.
- Ability to analyze complex data, define and solve problems.
- Strong critical thinking skills: ability to synthesize and interpret complex issues and to create integrated solutions and recommendations.
- Ability to perform research and prepare reports and summaries based on research data.
- Knowledge of human resources administration principles and practices.
- Knowledge of compensation administration principles and procedures.
- Knowledge of equal opportunity requirements as related to public sector human resources procedures.
- Knowledge of public sector recruitment procedures, and automated applicant tracking systems and processes.
- Knowledge of FMLA and catastrophic leave policies, procedures, and practices.
- Knowledge of ADA, FLSA, and other employment legislation and regulations.
- Knowledge of employee benefits laws, regulations, policies, procedures, and documentation.
- Broad knowledge of labor relations principles and collective bargaining agreements.
- Broad knowledge and understanding of HR transactions and procedures to enable review of accuracy and completeness of documents submitted.
- Skill in demonstrated interpersonal skills, presentation skills, ability to analyze data and draw valid conclusions, determining when issues need escalation to HR management.
Physical Requirements
- Position may be eligible for hybrid work arrangement: ☒Yes ☐No
- Per Grant County PUD policy all employees are required to work at their designated headquarters at least two days per week.
- The majority of work is performed in a standard office setting.
- Ability to operate a motor vehicle is required. May perform work in a telecommuting setting.
- Will perform work at various utility sites and remotely, with at least one day per week at Ephrata Headquarters.
- In-person attendance at weekly Business Partner at least once each month.
- Typical shift of employees in this position: ☒8 hours ☐9 hours ☐10 hours ☐12 hours
*For a full list of requirements, the applicant/incumbent should refer to the Physical Capacity Evaluation (PCE).
The statements contained herein reflect general details as necessary to describe the principal functions for this job, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas.
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