Human Resources Strategist
About The Position
The Human Resources Strategist serves as a strategic HR advisor to executive leadership, providing independent consultation on workforce priorities, organizational design, and leadership effectiveness. The role builds trusted relationships with senior leaders and uses workforce analytics, business insights, and HR expertise to influence decisions. The position evaluates organizational structures, role clarity, spans of control, capacity, and capability to improve effectiveness and operational performance. It leads or supports organizational assessments and change initiatives, advising on readiness, capability needs, risks, and workforce impacts. The Strategist analyzes workforce trends and develops workforce plans to address capability gaps, critical roles, talent availability, and future business requirements. The role advises on talent management, performance management, succession planning, leadership development, and employee engagement. It coaches leaders on performance expectations, leadership behaviors, conflict resolution, employee communication, and organizational accountability, while partnering across HR functions to deliver integrated solutions. It also provides guidance on complex employee matters and organizational risk, works with Employee Relations and Legal when needed, and identifies opportunities to simplify processes and improve HR service delivery and organizational effectiveness. MISO manages the electricity grid and energy market in the Central U.S., using research and technology to help ensure reliable power for 45 million Americans.
Requirements
- Bachelor’s degree in HR, Business Administration, Organizational Leadership, or a related field, or equivalent experience.
- 10+ years of progressive HR experience with expertise in strategic HR business partnership.
- Strong background in organizational design, workforce planning, talent strategy, succession planning, and performance management.
- Demonstrated ability to influence senior leaders, exercise sound judgment, and manage complex organizational issues.
- Experience analyzing workforce data and translating insights into actionable solutions.
- Strong understanding of employment laws, HR policies, and organizational risk.
- Excellent communication, consulting, coaching, and relationship management skills.
- Proficiency in Microsoft Word, Excel, Outlook, and PowerPoint.
Nice To Haves
- Master’s degree in HR, Business Administration, Organizational Development, or a related field.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
- Experience supporting technical, operational, or highly regulated business environments.
- HRIS experience.
Responsibilities
- Serve as a strategic HR advisor to executive leadership on workforce priorities, organizational design, and leadership effectiveness.
- Build relationships with senior leaders and influence decisions using workforce analytics, business insights, and HR expertise.
- Evaluate organizational structures, role clarity, spans of control, capacity, and capability to improve effectiveness and operational performance.
- Lead or support organizational assessments and change initiatives, advising on readiness, capability needs, risks, and workforce impacts.
- Analyze workforce trends, including turnover, headcount, vacancies, succession, demographics, and engagement, to identify risks and inform recommendations.
- Develop workforce plans addressing capability gaps, critical roles, talent availability, and future business requirements.
- Advise on talent management, performance management, succession planning, leadership development, and employee engagement strategies.
- Coach leaders on performance expectations, leadership behaviors, conflict resolution, employee communication, and organizational accountability.
- Partner across HR functions, including Talent Acquisition, Talent Development, Total Rewards, Employee Relations, People Analytics, HR Tech, and HR Ops, to deliver integrated solutions.
- Provide strategic guidance on complex employee matters and organizational risk, partnering with Employee Relations and Legal when needed.
- Identify opportunities to simplify processes, strengthen HR service delivery, and support continuous organizational improvement.
Benefits
- 401(k) available on the first day of employment.
- Vacation, sick, and safe time available on the first day of employment.
- Eligible for an annual bonus if individual performance and company objectives are met.
- Comprehensive benefits package.
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What This Job Offers
Job Type
Full-time
Career Level
Senior
