Human Resources Business Partner I or II

Nebraska Public Power District•York, NE

11d•$6,477 - $10,478•Onsite

About The Position

Nebraska Public Power District is hiring a Human Resources Business Partner I or II at its York Operations Center in York, Nebraska. The HRBP aligns business objectives with employees and management in designated business units, consults with management on HR matters, acts as an employee champion and change agent, and assesses and anticipates HR needs. The role provides professional and strategic HR support across employment, recruiting, employee relations, coaching and counseling, workforce planning and risk analysis, succession planning, and training. It also supports behavior modification, conflict resolution, position profile development, and pay administration, while ensuring compliance with legal and corporate guidelines, policies, and procedures. HRBP I is a developmental role, generally more transactional and performed with oversight as the incumbent develops the independence and skills needed for HRBP II. HRBP II has broader strategic responsibilities, including building relationships across the District to incorporate employee perspectives into strategic planning, partnering with Security on insider-threat mitigation, serving as a technical resource to HRBP I, and leading or co-leading projects and process improvements. The position reports to the Human Resources Business Partner Supervisor. Travel is estimated at 25% to 50%, typically within Nebraska, with no or minimal overnight stays. The position is responsible for advising business units on workforce and succession planning, organizational development, investigations, harassment and discrimination, pay administration, and disciplinary matters; coordinating recruiting and hiring activities; supporting workers’ compensation, return-to-work, long-term disability, FMLA, ADA, and employee assistance matters; providing HR program training and supervisor coaching; interpreting HR guidelines and regulations; producing reports using personnel information; and supporting HR projects, policies, and process improvements. The role also participates in business unit leadership and may provide organizational training as needed. The HRBP I role requires a bachelor’s degree in human resources, business, or a related field to be strongly preferred, or an equivalent combination of post-secondary education and HR experience. For HRBP II, a bachelor’s degree in a related field is required, with four years of direct experience as an NPPD HRBP I eligible to substitute. Professional HR certification is desirable. The listed monthly starting salary ranges are $6,477–$8,096 for HRBP I and $8,218–$10,478 for HRBP II; employees may also be eligible for an annual incentive program. NPPD offers medical and dental insurance, a 401(k) retirement plan, paid holidays, paid vacation, paid medical leave, and training opportunities.

Requirements

For HRBP I, a bachelor’s degree in human resources, business, or a related field is strongly preferred; alternatively, a combination of post-secondary education and direct HR experience equivalent to seven years may substitute. The posting gives an associate degree plus five years of related HR experience as an example.
For HRBP I candidates with a bachelor’s degree, at least two years of direct HR-related experience in areas such as recruiting, consulting, performance management, investigations, EEOC/Affirmative Action, ADA, or FLSA is required.
For HRBP II, a bachelor’s degree in human resources, business, or a related field is required; four years of direct experience as an NPPD HRBP I may substitute for the education requirement.
At least four years of direct HR-related experience in areas such as recruiting, consulting, performance management, investigations, EEOC/Affirmative Action, ADA, or FLSA is required for HRBP II.
Skill in using HR-related software programs, including SuccessFactors, SAP, SharePoint, and Outlook.
Ability to uphold policy and process adherence, with accountability, honesty, and trustworthiness.
Ability to provide HR support and advice, conduct or assist with investigations, and work with employees, managers, and business units.
Travel estimated at 25% to 50%, typically within Nebraska.

Nice To Haves

Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), or another HR-related certification is desirable.
Professional HR certification may support career development and could be a determining factor in advancement to HRBP II.

Responsibilities

Align business objectives with employees and management in assigned business units and serve as a consultant on HR-related issues.
Provide professional and strategic HR support in employment, recruiting, employee relations, coaching and counseling, workforce planning and risk analysis, succession planning, and training.
Advise business units on behavior modification, conflict resolution, organizational development, harassment and discrimination, pay administration, disciplinary matters, and workforce and succession planning.
Assist with workforce investigations, recommend solutions to business unit managers, represent business units at the corporate HR level, and collaborate with Compensation Business Partners on position profiles.
Coordinate recruiting for open positions, participate on interview teams, conduct new employee orientations, follow up with new employees, and administer job offers and processing for hires, transfers, and terminations, including exit interviews.
Assist with Affirmative Action Program reporting and use statistical information to develop recruiting sources; maintain staffing expertise for supported business units.
Assist with workers’ compensation, return-to-work, and long-term disability cases; coordinate resolution of concerns with the business unit and relevant FMLA/ADA and workers’ compensation specialists; provide Employee Assistance Program contact and crisis support.
Use HR-related software and personnel information to produce routine and special reports and facilitate use of HR information programs.
Provide training on HR programs, coach supervisors, train new supervisors, and proactively communicate HR information to leadership teams.
Facilitate departmental activities such as conflict resolution, goal setting, and survey follow-up; maintain working knowledge of employment law and partner with General Counsel when necessary.
Participate in business unit leadership, administer HR policies and procedures, support special HR projects, fill in for other HRBPs as needed, and recommend HR process improvements.
For HRBP II, build relationships across the District to bring employee perspectives into strategic planning and partner with Security on insider-threat mitigation programs.
For HRBP II, serve as a technical resource to HRBP I; create and modify HR policies, procedures, and standards; lead or co-lead special HR projects; and promote change and continuous process improvement.
Identify and select qualified applicants to refer to managers and supervisors in accordance with District policies, procedures, and EEOC/Affirmative Action Programs.
Perform other duties as assigned.