HR Business Partner - Sr HR Business Partner

Atmos Energy•Dallas, TX

23h•Onsite

About The Position

Atmos Energy Corporation, a natural gas-only distributor, is an S&P 500 company headquartered in Dallas. We safely deliver reliable, affordable, efficient and abundant natural gas to more than 3 million distribution customers in over 1,400 communities across eight states located primarily in the South. As part of our vision to be the safest provider of natural gas services, we are modernizing our business and infrastructure while continuing to invest in safety, innovation, environmental sustainability and our communities. Atmos Energy manages proprietary pipeline and storage assets, including one of the largest intrastate natural gas pipeline systems in Texas.

Requirements

Bachelor's degree in Human Resources, or equivalent, and four years progressively responsible experience in Human Resources, including at least two years as an HR Business Partner.
PHR/SPHR or SHRM-CP/SHRM-SCP preferred.
Valid driver's license.
Requires excellent communication and interpersonal skills, with the ability to influence, persuade, resolve conflict, motivate and build consensus (inspire not require); the ability to communicate with internal and/or external customers in order to obtain and/or provide explanations and/or information on technical or other complex concepts to individuals with little or no background in the area under discussion.
Requires the ability to perform analyses involving ratios, percentages and simple statistical methods.
Requires advanced knowledge of various software applications to create complex documents, reports and/or graphics.

Responsibilities

Acts as a strategic partner to leadership on various HR matters including workforce planning, recruiting and talent management, succession planning, compensation, leaves of absence, and employee relations matters.
Leads and supports the employee lifecycle, including recruitment, onboarding, development, service recognition programs, retention and retirement.
Recognizes and elevates existing and anticipated issues and process/procedure gaps. Serves on HR specific and cross-functional enterprise teams in the interest of continuous improvement. Secures sponsorship and buy-in by promoting understanding of HR programs and policies.
Leads, oversees, and provides guidance on complex employee relations issues. Manages investigations and partners with Shared Services HR when needed to obtain legal counsel in the interest of risk mitigation. Assist with employment-related claims, including those filed with federal agencies or state unemployment or workforce commissions, and any legal activity.
Identifies needs and provides guidance to employees and leaders on leaves of absence and the accommodation process. Reviews inquiries and collaborates with internal stakeholders to evaluate requests and support employees. Partners with Shared Services HR to promote consistency and document compliance with legal requirements as well as company policy.
Maintains up-to-date knowledge of HR regulations, laws, and best practices. Advises leadership on federal and state legislation and compliance requirements; and delivers training on internal HR policy and procedural changes. Coaches HR team members and leaders on compliance, best practices, and navigating sensitive employee situations.
Analyzes and assesses workforce needs. Collaborates with stakeholders to identify trends or opportunities for improvement. Develops action plans and provides thought leadership to overcome challenges. Obtains sponsorship and support for HR programs; where applicable. Conducts new program/idea pilots providing feedback for optimum results.
Collaborates with the Shared Services compensation team to review and maintain competitive compensation structures. Continuously monitors internal equity and partners with leadership to address issues that arise.
Partners with leaders to identify workforce talent and assist with development as well as succession planning. Encourages employees and leaders to leverage internal training and development materials and take advantage of external resources to support career advancement.
Provides day-to-day performance management and employee relations feedback and guidance to leaders. Leverages experience and skills in conflict resolution, coaching, counseling, career development, corrective actions, and workforce planning to develop leaders.