Senior Human Capital Business Partner
The Sr.
Human Capital Business Partner (HCBP) helps align an organizations people strategy with its business strategy.
They are people champions, a change agent, and a strategic partner for the business.
The HCBP works on setting priorities, driving values, and delivering business results by streamlining HR functions, reporting on HR metrics, enhancing workforce retention, predicting staffing needs, managing termination processes, and managing risk.
Business Partner Relationship:
Conduct analysis and develop recommendations to support the development and implementation of targeted HR plans at the Supervisory, individual contributor, and levels that align with Departmental & Divisional strategies.
Maintain a broad understanding of all lines of business, key business drivers and overarching strategy of assigned BU(s).
Lead the creation of long-term workforce planning objectives addressing:
succession planning, talent inventory, critical skill gap analysis, recruiting strategy and individual developmental requirements.
Lead analysis of current compensation, incentives, rewards and recognition plans and recommend changes that align with BU's goals and objectives.
Leadership Development:
Provide coaching and SME with regard to best practices to support the development of effective managers/leaders across assigned BU(s).
Lead the deployment of management tools to business department managers (i.
e.
PEA, Succession Planning, IDP, etc.
) Provide timely, consistent and effective feedback to the business unit along with focusing on potential solutions.
Employee Champion:
Build trust-inducing relationships with employees across the division (Management & Individual Contributors) to effectively capture and develop recommendations to promote the voice of the employee into divisional planning.
Assist managers across the BU to implement OPPD best practices that address employee relations issues.
Conduct analysis of Employee Culture surveys, identify trends/issues impacting engagement and develop recommendations to enhance employee satisfaction.
Change Consultant:
Assist with the application of change management techniques to align BU performance to evolving strategies, goals and objectives.
Assess the readiness for change and impact to culture & assist with the development and deployment of appropriate change strategies.
Employee & Labor Relations:
Assist with employee and labor relations functions to ensure effective development and interpretation of the collective bargaining agreements.
Protect the company from liability under federal, state, and local anti-discrimination statutes by effectively managing the investigation and resolution of employees internal EEO complaints and government agency charges.
Contribute to the maintenance of mutual trust and respect in labor/management relations.
The incumbent is responsible for the investigation of internal and external charges of discrimination/harassment and other complaints.
Qualifications Required:
Bachelors Degree, or 10
years of working experience in Human Resources.
Strong working knowledge of HR practices and employment law.
Strong analytical skills.
Strong communication (verbal & written) and facilitation skills.
Previous working experience in a consultative capacity.
Knowledge of general business processes.
Ability to build and develop collaborative working relationships.
Pervious working experience with:
Employee Relations / Labor Relations / Dispute Resolution.
Understanding of the value of Organizational Development/Effectiveness (OD/OE) programming, such as Performance Management and Succession Management, on business performance.
Previous working experience influencing change adoption and leading change initiatives.
Ability to manage projects spanning over several months (typically 6-12 months).
Proficiency with Microsoft Office applications.
Desired:
Bachelors Degree with a focus on Human Resources Management studies.
PHR or SPHR Certification.
5 plus years managing Human Resources support Roles.
Closing Statement S5:
Base:
$91,371 Midpoint:
$114,214 At Omaha Public Power District , were passionate about three things:
power, the people who make it, and the people who rely on it.
WE ARE:
Where the Light Starts.
OPPD is the 12th-largest public power utility in the U.
S.
, serving over 850,000 people across 5,000 square miles and 13 counties.
WERE COMMITTED TO:
Each other and the people we serve.
This commitment drives us.
Were dedicated to providing our communities with affordable, reliable, and environmentally sensitive energy services today, tomorrow, and well into the future.
OUR JOB:
To provide power with a purpose.
We have real impact - on peoples lives, on the environment, and on the future of energy.
Were always looking for bright, capable people who want an opportunity to lead from where you arewherever you are and know that your ideas will be heard.
If you want to be a source of real, positive change for the community and the people who live in this region, then working for a company acknowledged for caring about these same things is likely a priority for you as well.
Org Marketing Statement EOE:
Protected Veterans/Disability How To Apply Apply online at www.
oppd.
com on or before August 13, 2023.
Recruiter:
Jennifer Skupa - email protected #LI-JS1 PLEASE NOTE - Your application has not been submitted unless you have applied for a specific requisition.
If you have not chosen a specific opening, your application will remain in 'DRAFT' form and will not be viewed by our Human Capital staff.
Recommended Skills Analytical Business Processes Change Management Coaching And Mentoring Collective Bargaining Communication Estimated Salary: $20 to $28 per hour based on qualifications.
Human Capital Business Partner (HCBP) helps align an organizations people strategy with its business strategy.
They are people champions, a change agent, and a strategic partner for the business.
The HCBP works on setting priorities, driving values, and delivering business results by streamlining HR functions, reporting on HR metrics, enhancing workforce retention, predicting staffing needs, managing termination processes, and managing risk.
Business Partner Relationship:
Conduct analysis and develop recommendations to support the development and implementation of targeted HR plans at the Supervisory, individual contributor, and levels that align with Departmental & Divisional strategies.
Maintain a broad understanding of all lines of business, key business drivers and overarching strategy of assigned BU(s).
Lead the creation of long-term workforce planning objectives addressing:
succession planning, talent inventory, critical skill gap analysis, recruiting strategy and individual developmental requirements.
Lead analysis of current compensation, incentives, rewards and recognition plans and recommend changes that align with BU's goals and objectives.
Leadership Development:
Provide coaching and SME with regard to best practices to support the development of effective managers/leaders across assigned BU(s).
Lead the deployment of management tools to business department managers (i.
e.
PEA, Succession Planning, IDP, etc.
) Provide timely, consistent and effective feedback to the business unit along with focusing on potential solutions.
Employee Champion:
Build trust-inducing relationships with employees across the division (Management & Individual Contributors) to effectively capture and develop recommendations to promote the voice of the employee into divisional planning.
Assist managers across the BU to implement OPPD best practices that address employee relations issues.
Conduct analysis of Employee Culture surveys, identify trends/issues impacting engagement and develop recommendations to enhance employee satisfaction.
Change Consultant:
Assist with the application of change management techniques to align BU performance to evolving strategies, goals and objectives.
Assess the readiness for change and impact to culture & assist with the development and deployment of appropriate change strategies.
Employee & Labor Relations:
Assist with employee and labor relations functions to ensure effective development and interpretation of the collective bargaining agreements.
Protect the company from liability under federal, state, and local anti-discrimination statutes by effectively managing the investigation and resolution of employees internal EEO complaints and government agency charges.
Contribute to the maintenance of mutual trust and respect in labor/management relations.
The incumbent is responsible for the investigation of internal and external charges of discrimination/harassment and other complaints.
Qualifications Required:
Bachelors Degree, or 10
years of working experience in Human Resources.
Strong working knowledge of HR practices and employment law.
Strong analytical skills.
Strong communication (verbal & written) and facilitation skills.
Previous working experience in a consultative capacity.
Knowledge of general business processes.
Ability to build and develop collaborative working relationships.
Pervious working experience with:
Employee Relations / Labor Relations / Dispute Resolution.
Understanding of the value of Organizational Development/Effectiveness (OD/OE) programming, such as Performance Management and Succession Management, on business performance.
Previous working experience influencing change adoption and leading change initiatives.
Ability to manage projects spanning over several months (typically 6-12 months).
Proficiency with Microsoft Office applications.
Desired:
Bachelors Degree with a focus on Human Resources Management studies.
PHR or SPHR Certification.
5 plus years managing Human Resources support Roles.
Closing Statement S5:
Base:
$91,371 Midpoint:
$114,214 At Omaha Public Power District , were passionate about three things:
power, the people who make it, and the people who rely on it.
WE ARE:
Where the Light Starts.
OPPD is the 12th-largest public power utility in the U.
S.
, serving over 850,000 people across 5,000 square miles and 13 counties.
WERE COMMITTED TO:
Each other and the people we serve.
This commitment drives us.
Were dedicated to providing our communities with affordable, reliable, and environmentally sensitive energy services today, tomorrow, and well into the future.
OUR JOB:
To provide power with a purpose.
We have real impact - on peoples lives, on the environment, and on the future of energy.
Were always looking for bright, capable people who want an opportunity to lead from where you arewherever you are and know that your ideas will be heard.
If you want to be a source of real, positive change for the community and the people who live in this region, then working for a company acknowledged for caring about these same things is likely a priority for you as well.
Org Marketing Statement EOE:
Protected Veterans/Disability How To Apply Apply online at www.
oppd.
com on or before August 13, 2023.
Recruiter:
Jennifer Skupa - email protected #LI-JS1 PLEASE NOTE - Your application has not been submitted unless you have applied for a specific requisition.
If you have not chosen a specific opening, your application will remain in 'DRAFT' form and will not be viewed by our Human Capital staff.
Recommended Skills Analytical Business Processes Change Management Coaching And Mentoring Collective Bargaining Communication Estimated Salary: $20 to $28 per hour based on qualifications.
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