Director, HR Business Partnership

Tucson Electric Power•Tucson, AZ

About The Position

We are looking for talented individuals who are passionate about making an impact in the company and the community. Apply now and become part of the dynamic energy industry! We’re looking for a strategic, people-focused leader to partner with our executive team and help shape workforce strategies that enable safe, reliable, and affordable operations. As Director, HR Business Partner, you’ll lead a team of HRBPs, guide labor relations strategy, and drive meaningful organizational impact in a complex, regulated environment.

Requirements

10+ years of progressive HR experience, including leadership of HRBP teams and direct partnership with senior executives
Proven expertise across core HR disciplines such as organizational design, workforce planning, talent management, and employee relations
Experience in unionized or labor-intensive environments, with working knowledge of labor strategy and contract administration
Strong business acumen and ability to operate effectively in a fast-paced, safety-critical or operational setting
Demonstrated success leading change, influencing stakeholders, and driving adoption of enterprise initiatives
Data-driven mindset with the ability to translate insights into action, paired with excellent communication and leadership presence
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field (or equivalent experience).
Progressive leadership experience: 10+ years of progressive HR experience with significant HRBP leadership responsibility; demonstrated experience leading teams and building HRBP capability.
Executive partnership: Proven track record advising senior leaders on complex people and organizational topics with strong executive presence, judgment, and credibility.
Strategic HR depth: Demonstrated expertise in multiple HR disciplines such as org design, workforce planning, talent management, performance management, employee relations, and change management.
Labor relations partnership: Experience supporting unionized environments or strong familiarity with labor strategy, contract administration, and leader readiness (direct negotiation experience strongly desired; see preferred).
Operational mindset: Ability to operate effectively in a safety-critical, operational environment with high accountability, responsiveness, and disciplined execution.
Change leadership: Demonstrated ability to lead enterprise change efforts, manage stakeholder impacts, and drive adoption with measurable outcomes.
Data fluency: Ability to translate HR and workforce data into insights, decisions, and outcomes; comfort leveraging HR systems and analytics (Workday or similar).
Communication: Strong written and verbal communication skills; ability to deliver clear, concise messaging to varied audiences (executives, front-line leaders, and HR teams).
Compliance and integrity: Strong understanding of HR compliance requirements and commitment to ethical, consistent, and equitable practices.

Nice To Haves

Prior experience in a regulated utility, energy, infrastructure, manufacturing, or similarly complex/regulated environment.
Direct experience leading or heavily supporting union negotiations, labor-management partnership strategies, grievance/arbitration processes, and contract interpretation.
Experience driving large-scale transformation (HR operating model changes, Workday implementation, workforce transition/reskilling, shared services/COE evolution).
Strong working knowledge of compensation, benefits, and workforce cost levers tied to affordability and retention.
Master’s degree (MBA, MHRM, OD) and/or HR certification (SPHR/SHRM‑SCP) preferred.
Demonstrated success building leader capability through coaching, feedback, and leadership systems.
Enterprise-first orientation; balances local needs with enterprise consistency.
Builds trust quickly; influences without authority.
Strong systems thinking—connects people, operations, strategy, and business outcomes.
Calm, confident presence under pressure; excellent judgment in ambiguous situations.
Develops talent—builds a strong HRBP bench and succession pipeline.

Responsibilities

Partner with executive leaders as a trusted advisor on workforce strategy, organizational design, leadership effectiveness, and culture
Lead and develop a high-performing HRBP team, delivering proactive, consistent support aligned to business priorities
Drive enterprise change initiatives by helping leaders plan, communicate, and successfully adopt transformation efforts
Oversee Labor Relations strategy, including union partnerships, contract administration, and leader capability building
Use workforce data and insights to inform decisions, measure impact, and continuously improve outcomes
Champion strong governance, compliance, and equitable people practices across the organization
Serve as a trusted advisor to executive and senior leaders on workforce strategy, org design, leadership effectiveness, and culture.
Act as a primary enabler of change, helping leaders anticipate, plan for, and lead workforce impacts associated with operational, regulatory, technology, and business model changes.
Lead and develop the HRBP team to deliver consistent, proactive high-impact partnership aligned to enterprise priorities.
Provide strategic oversight of Labor Relations, including union strategy, negotiations, contract administration, and leader capability.
Partner with leaders on workforce planning, succession, and talent deployment to support operational continuity and affordability.
Drive change management for enterprise initiatives (technology, operating model modernization, regulatory shifts).
Use data and insights to guide decisions, measure impact, and improve outcomes.
Ensure strong governance, risk management, and consistent application of people practices.
Ensure that the Company’s management principles, policies and programs are consistently practiced and continually support the Affirmative Action Plan.
Assume fiduciary responsibility for operating the business and provide recommendations on cost improvement measures.
Ensure that the Performance Management program is administered uniformly and effectively.
Comply with and administer the terms and conditions of the Collective Bargaining Agreement when applicable.
Administers personnel functions, including recruiting, review and approval of job descriptions and salary classifications, and selection and placement of personnel.
Participates in hiring, termination, promoting, assignment and direction of staff.
Ensure compliance with all applicable local, state and federal laws, regulations and standards, company policies, practices and ethical obligations to investigate, evaluate and recommend appropriate resolution to employee complaints.
Promotes and participates in the professional development, personal growth and career planning of staff.
Motivate, recognize and reward, coach, counsel, train; provide feedback to employees during performance reviews.
Participates in Leadership Development programs.
Addresses disciplinary and/or performance issues, according to company policy, and communicates effectively with employees regarding corrective action.
Has input into the adjustment of grievances and administration of discipline.
Plans day-to-day operations, estimates personnel needs and schedules and assigns work.
Evaluate the structure and team plan for continual improvement of the efficiency and effectiveness of the group.