HR Business Partner

Vestas•Houston, TX

21d•$105,000 - $115,000•Hybrid

About The Position

Vestas is hiring an HR Business Partner to support a large client group of hourly employees, front-line leaders, and a regional leader across all aspects of HR. The role partners with business leaders to develop and implement HR strategies aligned with organizational goals and executes initiatives in employee relations, retention, workforce management, and employee engagement. It also supports talent management, organizational development, and change management to foster a productive culture and ensure compliance with company policies and employment laws. The HR Business Partner is part of a team of Business Partners and reports to the Director of P&C Business Partners. The position is supported by the HR Service Desk and various HR Centers of Excellence. It is based in downtown Houston and requires working in the office at least three days a week—Mondays, Tuesdays, and Thursdays—with domestic travel of up to 25% to remote wind farm locations. Vestas describes the opportunity as joining a dedicated, collaborative, and supportive HR Business Partner team in a dynamic, international environment focused on sustainability and safety. The company values initiative, collaboration, accountability, and accuracy.

Requirements

Bachelor’s degree in HR, Business, or a related field.
At least 5–7 years of related HR experience.
HR business partnering experience and knowledge of HR functions, including Positive Employee Relations.
Experience supporting a distributed workforce across multiple sites, preferably 500 or more employees, predominantly hourly non-union workers, their front-line leaders, and senior business-unit leaders.
Advanced computer skills, specifically Microsoft Outlook, Excel, PowerPoint, and Co-Pilot.
Ability to understand business needs, analyze data, interpret findings, and provide recommendations.
Demonstrated knowledge of U.S. employment law.
Flexibility working in a dynamic and changing organization.
Well-developed organizational skills and ability to maintain confidentiality.
Ability to develop effective HR strategies while understanding cultural, business, company-practice, and legal implications.
Understanding of the dynamics of a large hourly workforce and effective approaches to supporting it.
Ability to navigate an organization to implement short- and long-term strategies amid differing priorities.
Effective communication with all organizational levels, including advanced oral, written, and presentation skills and the ability to use a variety of communication tools.
Interpersonal skills and ability to establish and maintain positive working relationships with internal contacts, coworkers, and clients.
Ability to prioritize and manage multiple tasks, with an emphasis on simplification, process improvement, efficiency, and attention to detail.
Motivation and ability to organize work effectively with minimal supervision.
Ability to work in the office at least three days a week in downtown Houston and travel domestically up to 25% to remote wind farm locations.

Nice To Haves

HR certification.
Experience with change management and project management.

Responsibilities

Partner with functional clients to develop and implement people strategies and lead change efforts that promote accountability, collaboration, teamwork, and employee engagement and development.
Consult on change management, people strategies, leadership and management skills, learning and development, and organizational effectiveness.
Conduct annual workforce planning, including evaluating market demands, identifying required competencies and gaps, and developing organizational design and gap strategies with management and People & Culture colleagues.
Partner with functional leadership to develop succession plans through identification, development, mentoring, and training for key positions.
Address complex employee relations issues by analyzing circumstances and root causes, recommending strategic resolutions, and coaching and advising managers and employees.
Investigate employee complaints, Title VII allegations, and alleged policy or procedure violations; ensure compliance with applicable employment laws and maintain employee relations case records.
Ensure policies, procedures, and practices comply with employment laws and align with company goals; advise management on consistent treatment and compliance strategies.
Guide management on employee performance strategies to reduce attrition, improve morale, and enhance performance.
Identify training needs, assist in developing training programs, and conduct training when required.
Participate in process improvement initiatives and cross-functional teams; analyze internal trends and other companies’ practices and recommend ways to improve processes and remain competitive in attracting and retaining qualified employees.
Partner with People & Culture colleagues in People Services, Total Rewards, HR Systems, and Talent Acquisition.