Manager, HR Business Partnerships

Colonial Pipeline Company•Atlanta, GA

About The Position

The Manager, HR Business Partnerships leads the HR Business Partner team and drives people strategies that support organizational performance and the employee experience. The role partners with leaders to address workforce needs, organizational challenges, and talent priorities while ensuring consistent, high-quality HRBP service delivery. It also serves as a strategic HR partner for assigned functions. Colonial Pipeline is the largest refined products pipeline in the United States, transporting gasoline, diesel fuel, home heating oil, jet fuel, and fuels for the U.S. military. The company transports approximately 45 percent of the fuel consumed on the East Coast.

Requirements

Bachelor’s degree in Human Resources or a related field; a high school diploma may be considered in combination with more years of experience.
10 or more years of progressive HR consulting or business partnership experience, including collaboration with and influence on leaders at all levels.
4–6 years of leadership or supervisory experience.
Experience in an operations-based environment with rapidly shifting priorities and deliverables.
Experience operating within an HR Business Partner and Center of Excellence model.

Nice To Haves

Bachelor’s degree in Human Resources, Business, or a related field.
Broad HR experience across organizational design, workforce planning, talent management, succession planning, performance management, employee relations, and organizational change.
Experience working in a regulated industry.
Strong communication, business acumen, relationship management, critical thinking, change management, problem-solving, prioritization, and cross-functional collaboration skills.
PHR or SPHR certification.

Responsibilities

Lead and develop the HR Business Partner team, aligning resources with business priorities and HR initiatives.
Develop and execute people strategies for workforce planning, talent management, performance management, employee relations, engagement, development, and organizational design.
Partner with leaders to assess workforce requirements, capability gaps, succession needs, and critical roles.
Coach and advise leaders on performance, employee relations, compensation, promotions, organizational leveling, and talent movement.
Identify opportunities to improve HR processes, programs, scalability, and service delivery.
Strengthen partnerships between HR Business Partners and Talent Acquisition Partners to provide integrated organizational support.
Serve as the HR Business Partner for assigned functions, as needed.