HR Business Partner – GPC Generation

Southern Company•Atlanta, GA

13h•Onsite

About The Position

We are seeking a dynamic HR consultant to serve as the primary HR partner for multiple power generation facilities. This role is designed to attract high-performing HR practitioners who thrive in an advisory capacity and are motivated by leveraging influence and having a meaningful impact on all their stakeholders. In this role, you will act as a trusted advisor and thought partner to plant leadership. You will be an integral member of each site’s leadership team. You will consult with leaders to identify people and organizational challenges, provide data-informed recommendations, and influence decisions that shape workforce strategy and business outcomes. The scope and complexity of work will align with the individual’s experience level, with expanded strategic and enterprise-level consulting opportunities for candidates at the Senior HR Business Partner level. The HR Business Partner / Senior HR Business Partner serves as a strategic HR consultant to plant leadership and is a key contributor to the Generation HR Business Partner team. As a member of the plant leadership teams, this role partners closely with leaders to assess organizational needs, recommend integrated HR solutions, and support the achievement of operational, workforce, and cultural objectives. The successful candidate will bring strong consulting capability, sound judgment, and the ability to influence leaders at multiple levels. Senior-level candidates will be expected to lead complex consulting engagements, shape enterprise-level people strategies, and serve as a mentor and coach within the HR Business Partner community.

Requirements

Bachelor’s degree in human resources or a related field preferred
HR Business Partner: Minimum 3 years of progressive experience across multiple HR disciplines supporting a diverse workforce (union/non-union, exempt/non-exempt), with demonstrated consulting capability.
Senior HR Business Partner: Typically, 7–10+ years of progressive HR experience, including a proven track record consulting with senior leaders on complex organizational and people-related issues.
Demonstrated ability to influence leaders through strong relationships, effective diagnosis, facilitation, and solution-oriented consulting.
Strong consulting mindset with deep knowledge of HR disciplines including talent management, workforce planning, employee relations, compensation, employee development, organizational effectiveness, employment law and compliance, and diversity, equity, and inclusion.
Ability to translate business strategy into clear, actionable people and organizational solutions.
Demonstrated analytical capability to identify trends, interpret data, and develop recommendations that inform leadership decisions.
Ability to provide objective, practical, and creative counsel while balancing business needs and employee experience.
Strong change leadership and influencing skills.
High degree of discretion and ability to handle sensitive and confidential information.
Flexible, adaptable consulting style with the ability to manage multiple priorities and stakeholder groups.
Excellent critical thinking, facilitation, negotiation, conflict resolution, and problem-solving skills.
Strong communication skills (listening, written, verbal, and presentation).
Ability to build credibility and trust with employees and leaders at all levels.
Demonstrates behaviors aligned with company values: Safety First, Intentional Inclusion, Act with Integrity, and Superior Performance.
Exercises sound judgment, maturity, and the ability to work independently with minimal supervision.
Builds strong, effective relationships across all levels of the organization.
Maintains strict confidentiality and professionalism.
Consistently prioritizes safety in decision-making and actions.

Nice To Haves

Advanced degree and/or SPHR or SHRM-SCP certification preferred
Experience in an HR business partner or internal consulting role (versus a primarily transactional/generalist role) preferred.
Experience in a plant, manufacturing, energy, or public utility environment is strongly preferred.
Prior experience with strategic staffing, workforce planning, HR project leadership, and change management desired.

Responsibilities

Serve as a strategic consultant and advisor to plant leadership on workforce strategy, organizational effectiveness, leadership capability, and people-related risks and opportunities.
Consult with leaders to assess business needs, diagnose root causes, and recommend practical, data-driven HR solutions aligned with business priorities.
Partner with management to forecast and plan talent pipeline needs aligned with short- and long-term business objectives.
Collaborate with leaders and Talent Acquisition on strategic staffing, workforce planning, succession planning, and talent risk mitigation.
Advise and coach leaders on performance management, employee relations, change management, and organizational design.
Facilitate strong leadership, coaching, and accountability culture through ongoing consultation and influence.
Review and benchmark internal and external trends to proactively recommend improvements to HR policies, programs, and practices.
Foster an inclusive, respectful, and equitable work environment consistent with company values.
Act as a trusted liaison between the business and HR Centers of Excellence, ensuring HR services and solutions are aligned with business needs.
Identify opportunities for HR to add value, improve effectiveness, and drive measurable business outcomes.
Lead or contribute to HR projects and enterprise initiatives as part of the annual HR operating plan.
(Senior level) Lead complex, cross-functional consulting engagements; influence at the enterprise level; and serve as a thought partner and mentor to other HR professionals.