Director, Human Resources Business Partner

UGI Corporation•Denver, PA

About The Position

At UGI Utilities, Inc. we believe in providing a superior range of energy products and services to our customers in a safe, affordable manner. As our energy needs evolve, UGI will be there providing safe and reliable service that brings warmth and comfort to our 750,000 customers in 45 counties in Pennsylvania and 1 county in Maryland. We strive to reflect the communities we serve by attracting and retaining top talent, while maintaining a diverse workforce that embraces our culture of safety, service, and integrity. As an employee of UGI Utilities, you can expect a competitive total compensation plan and comprehensive benefits. Employees work in a collaborative environment, have upward mobility opportunities, and the ability to enjoy a true work life balance. To learn more about UGI's workplace culture, sustainability efforts, and commitment to inclusivity, we invite you to visit our UGI Corporate sustainability page. Apply to UGI Utilities today to share in our mission and support countless neighbors, friends, and families in providing best-in-class products and services! The Human Resources Director is responsible for managing the Human Resources Operations group to insure strategic, timely and proactive management of the Human Resource function at all Utilities’ locations. These functions include labor and employee relations, human resource operations, policy development, staffing, workers’ compensation, and special projects as assigned. Provides support for employment and staffing as required. This role holds a seat on both the UGI Utilities Leadership Team and the HR Leadership Team and is a full partner in the implementation of enterprise HR strategic processes (e.g., performance management, talent review, succession planning) within the business unit.

Requirements

In depth knowledge of human resources, employee and labor relations policies, practices, and procedures; compensation policy, wage and hour laws, FLSA, FMLA, ADA, ADEA, EEO/AAP policy and procedure; relocation policy; familiarity with NLRA/NLRB; recruiting, interviewing, staffing guidelines, etc.
Current applicable regulations/laws governing all aspects of Human Resources activity.
Writing skills – able to communicate effectively in written form in order to write grievance responses, document disciplinary action, assist with written performance improvement plans, etc.
Working knowledge of enterprise HR strategic processes (performance management, talent review, succession planning) and ability to represent Utilities'/HR leadership interests across both functions.
Relationship management and influence skills – ability to operate credibly across two leadership forums (HR and Utilities) and translate enterprise HR strategy into business unit execution.
Bachelor’s Degree in Human Resources or Business Administration with an emphasis on Human Resources or related field.
10+ years progressive work-related experience

Nice To Haves

SPHR or SHRM-SCP would be beneficial but not required

Responsibilities

Direct UGI Utilities’ employee and labor relations function, serving as chief spokesperson for union contract negotiations and contract interpretation, chairing the final step of the grievance procedure, and working with counsel on arbitration.
Partner with executive staff and area management on employee relations matters – performance management, compensation, policy administration, employment law compliance, disciplinary action, and conflict resolution – and coordinate responses to UC appeals and formal complaints (e.g., PHRC).
Serve as a full partner, not solely a local implementer, in driving enterprise HR strategic processes within UGI Utilities, including performance management, talent review, and succession planning.
Represent Utilities on the HR Leadership Team and represent HR on the Utilities Leadership Team, ensuring alignment between enterprise HR strategy and business unit execution.
Assist with hiring activity as needed, to include diversity recruitment and staffing initiatives – oversee field staff recruiting activity and efforts.
Facilitate appropriate applicable training.
Monitor and review workers’ compensation claims to ensure accurate, timely and compliant reporting.
Coordinate with third-party administrator on all eligible claims; assure sufficient budget and reserves are in place for claims expenses, coordinate with outside legal counsel as necessary.
Manage/coordinate with VP-HR and Area management on high impact/sensitive employment/termination issues.
Coordinate/Interface with in house and outside counsel.
Manage Relocation Policy.