Strategic HR Business Partner

E Source

1d • $125,000 - $135,000 • Remote

About The Position

At E Source, we help utilities make sense of complexity in a rapidly changing landscape, and we're looking for a Strategic HR Business Partner to help shape how that impact shows up in the world. E Source is a research, data/analytics, and technology focused professional services firm focused exclusively on the utility industry in the US and Canada. We help utilities target and serve their customers more effectively, enhance and optimize their grid, and leverage operating best practices and technologies to manage their business more effectively. Headquartered in Texas, we have 450+ employees across the US and Canada. Learn more at www.esource.com
As a Strategic HR Business Partner, you'll play a key role in shaping how E Source attracts, develops, and retains talent. You'll work closely with business unit and market unit leaders, plus our Talent Acquisition, Benefits, and Learning & Development Managers, to build a seamless, integrated employee experience across the full people lifecycle. This role is ideal for someone who enjoys working at the intersection of people strategy, compensation analytics, and HR technology, brings strong judgment to ambiguous and complex situations, and wants to contribute to work that shapes how E Source's workforce grows and performs.

Requirements

• Strong working knowledge of AI tools and a demonstrated ability to identify and drive process and workflow improvements within HR.
• 8+ years of progressive HR experience, including at least 3 years in a dedicated HR Business Partner role supporting senior business unit leaders.
• Experience partnering with the talent acquisition function to contribute to compensation analyses, including market benchmarking, pay equity analysis, and pay band design.
• Experience partnering with learning and development or talent development functions to define and address business unit learning needs.
• Deep expertise in US employment law, multi-state compliance, and complex employee relations matters.
• Experience leading or contributing to job architecture and titling framework development.
• Are comfortable operating as a strategic advisor to executives and senior leaders, not just a support function.
• Communicate and present clearly, with the ability to influence at all levels of the organization.
• Thrive on cross-functional collaboration, particularly with recruiting, benefits, and learning and development teams.
• Are energized by complexity and comfortable holding ambiguity while still driving toward clear outcomes.
• Have experience supporting a remote-first workforce across multiple time zones and geographies.
• Applicants must be authorized to work for any employer in the US or Canada. We’re unable to sponsor or take over sponsorship of employment visas or Labour Market Impact Assessments (Cdn) at this time.

Nice To Haves

• Hold an SPHR or SHRM-SCP certification.
• Have a background in professional services, consulting, energy, or utilities industries.
• Have led HR through a merger, acquisition, or multi-entity organizational integration.
• Are familiar with Paycom or comparable human resources information system (HRIS) platforms.
• Have exposure to Canadian employment law or experience supporting employees across multiple provinces.

Responsibilities

• Serve as a trusted, embedded people partner to assigned market unit leaders, functioning as a chief of staff for all people matters across those business units.
• Drive workforce planning, organizational design, and headcount strategy in direct collaboration with market unit leaders.
• Coach and develop managers on performance management, feedback delivery, and building high-performing teams.
• Partner with the Talent Acquisition Manager to align hiring strategy with business unit priorities, workforce plans, and compensation frameworks.
• Assess span of control, role coverage, and team design within assigned business units on an ongoing basis.
• Manage complex employee relations matters with sound judgment, clear documentation, and equitable outcomes.
• Collaborate with the Talent Acquisition Manager and Finance partner, as appropriate, to analyze and translate compensation data into clear, actionable recommendations for business leaders.
• Support annual compensation planning cycles, including merit, bonus, and equity reviews, with a data-driven approach.
• Partner with the L&D Manager on the continuous harmonization of job architecture, titles, and leveling frameworks across the organization.
• Identify and implement AI-powered tools and automation to improve HR workflows, reduce administrative burden, and elevate the quality of HR service delivery.
• Guide employees and leaders through periods of organizational change with clarity, transparency, and consistency.

Benefits

• Excellent insurance options, including medical, dental, and vision plans
• company-paid life insurance
• company-paid long- and short-term disability insurance
• medical and dependent-care flexible spending plans
• paid parental leave
• A flexible time off (FTO) policy that provides paid time away from work, approved by your manager, while ensuring business needs, workload commitments, and appropriate coverage are maintained.
• A 401(k) plan with a 3% employer match.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed