Human Resources Business Partner

Pedernales Electric Cooperative•Johnson City, TN

69d•Hybrid

About The Position

This position is responsible for working in conjunction with the business leaders to advance the strategic initiatives of the Cooperative. The Human Resources Business Partner serves as a liaison with Human Resources staff members to support their needs and ensure alignment with business objectives. They respond to Human Resources inquiries, resolve issues, and monitor, review, and update policies to ensure alignment with current legislation and best practices. This role provides advisory services to employees, ensuring they are aware of their rights and entitlements, and that human resources issues are handled fairly, consistently, and in compliance with legal and Cooperative requirements. The position supports and develops recruitment campaigns, attends human resources related hearings, and drives core business practices and objectives to align with the strategic direction of the Cooperative. They maintain regular management information on budget and overall performance, and work in partnership with organizations on performance management, employee relations, resourcing, and staff and management development. Additionally, they assist management in workforce planning and team development through job evaluations and team duty assessments, maintain awareness of headcount and budget requirements, and provide consistent, accurate, and solution-oriented human resources support to managers, supervisors, and employees. The role assists in the development and implementation of the human resources business strategy, develops relationships with peers, employees, vendors, and business partners, and serves as a resource for Cooperative employees and management. They conduct return on investment analyses, develop reports on the impact of human resources processes and programs, and analyze compensation actions for compliance. The position attends Cooperative meetings to stay abreast of human resources issues, ensures job descriptions accurately reflect duties, and assists the Compensation Department with market research. They lead and conduct fact-finding interviews and investigations, summarize notes, and prepare reports with recommendations. The role anticipates and plans for long-term human resources needs, leads human resource change initiatives and process improvement efforts, and works collaboratively with other human resources staff. They maintain customer focus, build relationships, develop, review, implement, and document internal procedures, and ensure ethical, legal, and consistent compliance. Needs assessments are conducted to determine goals and objectives, and adherence to Cooperative policies, practices, procedures, and statutory requirements is ensured. Exit interviews are conducted, and quarterly reports are provided to management. Comparative data is utilized to review, analyze, and make recommendations for human resources best practices, and activities are coordinated with other departments. Confidential information is maintained, and advances in technology are stayed abreast of. Regular and prompt attendance is expected, along with performing other related duties as necessary or assigned. This role may be required to lead a group to resolve an issue or manage processes and programs.

Requirements

Knowledge of using computer systems, which may include setting up and using hardware and software programs, entering data or processing information
Knowledge of principles and processes for providing customer service
Knowledge of prevailing human resources practices
Knowledge of state and federal regulations, i.e., Worker’s Compensation, Department of Labor, FMLA , ADAAA, FLSA and EEO
Knowledge of all areas of human resources
Skilled in time management
Skilled in prioritizing and managing changing priorities
Skilled in the techniques of persuasion
Skilled in managing changing priorities
Ability to work without day to day supervision
Ability to interface across organizational boundaries
Ability to research issues and develop recommendations based on prevailing practices
Ability to communicate with all levels of management and employees
Ability to prepare and conduct presentations
Ability to multi-task
Ability to listen and understand information verbally and in writing
Ability to anticipate, identify, analyze and resolve conflict and problems
Bachelor’s Degree in Human Resources or related field
Six years of Human Resources experience in an advisory capacity
Three years supervisory experience
Valid Texas Driver’s License

Nice To Haves

Directly related experience may substitute for education

Responsibilities

Serve as a liaison with Human Resources staff members to support their needs and ensure alignment with the business objectives
Respond to Human Resources inquiries and resolve issues
Monitor, review and update policies to ensure alignment with current legislation and best practices
Provide advisory service to employees and ensure that they are fully aware of their rights and entitlements
Ensure that human resources issues are handled fairly and consistently and in compliance with legal and Cooperative requirements
Support and develop recruitment campaigns, ensuring the best placement in job boards to attract qualified candidates
Support the organization with grievance, disciplinary and investigations
Attend human resources related hearings
Drive core business practices and objectives to align with the strategic direction of the Cooperative
Keep regular management information on budget and overall performance
Work in partnership with organizations on performance management, employee relations, resourcing, staff and management development
Assist management in workforce planning and the development of their teams through job evaluations and team duty assessments
Maintain awareness of headcount and budget requirements
Provide consistent, accurate and solution oriented human resources support to managers, supervisors and employees
Assist in the development and implementation of the human resources business strategy that supports the Cooperatives strategic objectives
Develop relationships with peers, employees, vendors and business partners to understand and support human resources business strategies
Serve as a resource for Cooperative employees and management
Conduct return on investment analyses and develop reports on how human resources processes and programs impact the Cooperative
Analyze compensation actions to ensure compliance with regulatory and Cooperative policies and requirements
Attend Cooperative meetings to stay abreast of human resources issues that affect employees and business operations
Ensure that job descriptions accurately reflect the essential duties and responsibilities
Assist the Compensation Department with market research data to appropriate grade jobs
Lead and conduct fact finding interviews and investigations, summarize notes and prepare written reports that contain recommendations for corrective action
Anticipate and plan for long-term human resources needs and trends in partnership with management
Lead human resource change initiatives and process improvement efforts
Work collaboratively with other human resources staff to ensure that the business receives timely support
Maintain customer focus skills and build relationships that enhance the strategic alliance with customers
Develop, review, implement and document internal procedures
Ensure ethical, legal and consistent compliance with Cooperative policies, practices and procedures
Conduct needs assessments to determine individual, department and organizational goals and objectives
Ensure adherence to the Cooperative’s policies, practices, procedures and statutory requirements
Conduct Exit Interviews and provide quarterly reports to management
Utilize comparative data to review, analyze and make recommendations for human resources best practices
Coordinate activities with other departments
Maintain the security of confidential information
Stay abreast of advances in technology
Demonstrate regular and prompt attendance
Performs other related duties as necessary or assigned
May be required to lead a group to resolve an issue or manage processes and programs