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Nebraska Public Power District · 12 hours ago

Human Resources Business Partner I or II

Hallam, NE, US, 68368-0088

Full-time

Onsite

Entry, Mid Level

$6,288/mo - $10,173/mo

2+ years exp

Nebraska Public Power District (NPPD) is seeking a Human Resources Business Partner I or II to provide strategic HR support to management and employees. The role involves consulting on HR-related issues, aligning business objectives with HR practices, and assisting in various HR functions such as recruiting, employee relations, and compliance with policies and regulations.

Electrical DistributionElectronicsGovernment

Responsibilities

Serve as a consultant and strategic resource to internal customers in the following areas: behavior modification, conflict resolution, workforce and succession planning, workforce risk analysis, organizational development, harassment/discrimination, pay administration, and disciplinary issues

Assist in workforce investigations

Recommend solutions to Business Unit Managers concerning HR issues

Represent the business units at the corporate HR level

Collaborate with Compensation Business Partners in creating and updating position profiles

Direct the recruiting process for open positions in the respective business unit by coordinating recruitment activities

Participate on interview teams, conduct new employee orientations, and serve as a resource to new employees with periodic follow-up

Administrate job offers and associated processing for new hires, transfers, and terminations, including exit interviews

Assist with Affirmative Action Program reporting requirements and utilize statistical information to develop recruiting sources

Maintains expertise for staffing within the supported business unit

Assist with Worker's Compensation, Return-to-Work, and Long-Term Disability (LTD) cases

Identify situations of concern and coordinate resolution with the business unit and Family and Medical Leave Act (FMLA)/ADA and Worker’s Compensation Specialist

Act as an Employee Assistance Program (EAP) contact person and provide support in crisis situations

Incumbent is expected to be skilled in the use of HR-related software programs (SuccessFactors; Systems, Applications and Products in Data Processing (SAP); SharePoint; Outlook; etc.) and will utilize personnel information to develop routine and special reports for the business units

Will provide facilitation on the use of programs related to HR information

Serve as a business unit expert regarding HR guidelines and regulations

Provide training on HR programs such as performance management, FMLA, sexual harassment prevention, and Equal Employment Opportunity (EEO) compliance

Provide coaching and serve as a resource to supervisors and provide training to all new supervisors

Proactively provide information on HR-related topics to leadership teams within the assigned business unit

Provide facilitation for departments for activities such as conflict resolution, goal setting, or survey follow-up

Maintain general working knowledge of employment law practices, and partner with NPPD’s General Counsel when necessary

Is an active member of the business unit leadership team while administering HR policies and procedures

Provide support for special HR projects and fill in for other HRBPs as needed

Makes recommendations to HR Management on how to improve processes throughout HR relating to work responsibilities

Participate on special projects team and develop HR policies on an as-needed basis

Act in a training role for the organization as needed

HRBP I is intended as a development role to prepare an individual to ascend to HRBP II and incumbents are expected to be actively working to obtain the skills and experience necessary to advance

Build trust-inducing relationships with employees and management across the District to effectively capture and develop recommendations to promote the voice of the employee into strategic planning

Work in close partnership with Security on insider threat mitigation programs

Serve as a technical resource to the HRBP I

Creates and modifies policy/procedures and standards within HR

Lead or co-lead special HR projects

Promote beneficial change and responsible for continuous process improvement within work responsibilities to align HR and business unit goals, objects, and needs

Qualification

Human Resources ConsultingRecruitingPerformance ManagementEmployee RelationsWorkforce PlanningHR Software ProficiencyConflict ResolutionCoachingTrainingSuccession PlanningLegal ComplianceTeamworkIntegrity

Required

Bachelor's degree in human resources, business, or related field is strongly preferred

A combination of post-secondary education and direct HR experience equivalent to seven years may be substituted for the education requirement

For individuals with a Bachelor's degree, a minimum of two years direct HR-related experience working in areas such as recruiting, consulting, performance management, investigations, Equal Employment Opportunity Commission (EEOC)/Affirmative Action, American with Disabilities Act (ADA), and Fair Labor Standards Act is required

Bachelor's degree in human resources, business, or related field is required for HR Business Partner II

A minimum of four years direct HR-related experience working in areas such as recruiting, consulting, performance management, investigations, Equal Employment Opportunity Commission (EEOC)/Affirmative Action, American with Disabilities Act (ADA), and Fair Labor Standards Act is required for HR Business Partner II

Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), Society for Human Resources Management-Certified Professional (SHRM-CP), Society for Human Resources Management-Senior Certified Professional (SHRM-SCP), or other HR related certification is desirable

Preferred

Achievement of professional certification would demonstrate significant progress in career development and could be one of the determining factors towards advancement to HRBP II