HR Business Partner II
About The Position
The Human Resources Business Partner (HRBP) is responsible for delivering talent strategy and service in alignment with business objectives for assigned operating divisions and business areas. Using a deep understanding of operations and organizational culture, the HRBP acts as a strategic partner and consultant to the business. This position partners with HR Centers of Expertise and Shared Services to deliver both enterprise and customized HR solutions. Services include delivering and executing talent solutions, providing expert HR coaching and advisory services, leading change initiatives, facilitating resolutions, and responding quickly to address employee relations issues and urgent workforce situations. POSITION DIMENSIONS This position is not responsible for people or budgets. The incumbent frequently exchanges information with all levels within the organization, outside vendors and consultants. QUALIFICATIONS There are clear precedents and practices that the incumbent uses as guidelines to determine how this job is performed. This position requires a minimum of three years of relevant work experience plus a bachelor’s degree from an accredited university in Human Resource Management or related field, or equivalent combination of education and experience sufficient to successfully perform the essential job responsibilities.
Requirements
- This position requires a minimum of three years of relevant work experience plus a bachelor’s degree from an accredited university in Human Resource Management or related field, or equivalent combination of education and experience sufficient to successfully perform the essential job responsibilities.
Nice To Haves
- Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification preferred.
Responsibilities
- Understands HRBP team strategy and how it aligns with overall organizational and talent strategy; actively aligns service delivery approach
- Builds strong working relationships and credibility with assigned operating divisions and business areas through open communications, visibility, and trust-building behaviors
- Collects business requirements and conducts root cause analysis to understand the drivers of talent challenges and needs
- With guidance and design assistance from a Sr. HRBP/Manager, partners with appropriate HR COE's, HR Shared Services and other internal groups (e.g., IT, Communications, Finance, etc.) to develop customized talent solutions
- Coaches leaders at all levels, provides resources/information, and enables them to build effective people management skills
- Analyzes trends and metrics to inform talent solutions and recommends actions/interventions that support business objectives for assigned business areas
- Provides expert HR consultation on the interpretation and implementation of HR policies and procedures, employment legislation, performance management, and change management processes; provides risk analysis and decision support as needed
- With direction from the Sr. HRBP/Manager, communicates and implements annual HR processes and corporate HR initiatives in assigned operating divisions and business areas (may include project and process management responsibilities)
- Identifies training, development, and leadership coaching needs for assigned operating divisions and business areas; partners with Sr. HRBP/Manager and Talent Development to deliver solutions (including local training facilitation when needed and support for enterprise Talent Development programs)
- Supports organizational change initiatives, modeling effective change leadership practices
- Uses survey data and knowledge of employee experience strategies to coach leaders in developing realistic goals and effective action plans to achieve desired engagement outcomes; contributes ideas for enhancing the employee experience at Southwest Gas
- Provides expert employee relations (ER) knowledge to address and manage ER issues as they arise (including conducting effective and objective investigations, providing oversight of HR processes (on site as needed), partnering with the Legal department, ensuring regulatory compliance, coaching leaders and employees, acting as a resolution facilitator, etc.); escalates as needed
- Integrates DE&I priorities into HR processes and practices to support a diverse, equitable and inclusive work environment (e.g., AAP analysis and implementation, employee development, rewards, performance management, exits, etc.)
- Participates as a member of the HRBP team and learning cohort by sharing beneficial HR practices and techniques, ensuring consistency in approach, and covering absences as necessary
- Contributes to and/or manages assigned projects and programs
- Performs related duties and responsibilities as assigned
- Regular and predictable attendance is a condition of employment and is an essential function of the job
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
