Grant PUD
HR Business Partner I-II (Depends on Experience)
Grant PUD, Ephrata, Washington, United States, 98823
HR Business Partner I-II
Under general direction, the Human Resources Business Partner (HRBP) acts as a consultant for District management on all issues related to human resources, labor relations, employee relations, and provides support for organizational changes. The HRBP will perform at a strategic level and will also perform routine work while presenting a professional, value-added representation of the human resources function. As needed, acts on behalf of the Employee Relations Manager during their absence. Essential duties and responsibilities may include, but are not limited to, the following: Demonstrates commitment to Grant PUD's mission, vision, values, strategic plan, and Grant PUD / IBEW Local 77 Code of Excellence. The incumbent should be familiar with these organizational priorities and behave in a way that aligns with these expectations. Understands and adheres to compliance requirements for this position that may include laws, regulations, security guidelines, Grant PUD policies and procedures. In this position, if needed to operate a GPUD vehicle for business purposes, please refer to Vehicle/Asset Usage Policy (IS-TA-POL-001). Actively participates in all aspects of our safety program, including but not limited to: Following all safety policies and procedures. Alerting supervisors and coworkers to unsafe or hazardous working conditions. Reporting any safety incidents or close calls within 24 hours to supervisor. Accepting feedback from supervisors and coworkers regarding your personal safety performance. HRBP I (Field): Provide advice to management regarding adherence/compliance to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues. Provide expert level HR management support and consultation by serving as the first point of HR contact. This may include one of the following: benefits, compensation, talent development, policy compliance, leave and reasonable accommodation administration (ADA), talent acquisition, labor relations, and payroll. Analyze and solve employee relations issues, including conflicts and complaints. Investigate and respond to complaints of harassment, sexual harassment, gender bias, failure to accommodate, retaliation, violence and/or discrimination of protected statuses in federal and state law based on race, creed, religion, color, national origin, families with children, sex, marital status, sexual orientation, age, military status or presence of disability; identifies potential violations of state and/or federal regulations; consults with management and makes recommendations; implements corrective actions in collaboration with management. Document and log, all investigations, compensation consultations, employee relations opportunities, job descriptions being worked on. Process requests for reasonable accommodation for disability and/or religious bases; actively consults with employee and management; determines barriers to performing essential functions and identifies potential accommodation solutions. Partners with Labor Relations, as needed, on all labor relations issues. Coach staff-level, front-line supervisory employees and management on HR issues. Coach managers/supervisors on how to proactively address and resolve issues and by recommending training for managers, supervisors and team members where gaps exist. Collaborate with management to develop and implement HR strategies. Provide guidance on workforce planning, succession planning, recruitment, and talent development. Assists in the performance management processes, including goal setting and evaluations. Gather and analyze HR data to identify trends and recommend solutions. Serve as a liaison between the HR department and business units. Creates and conducts supervisor / employee training on HR-related topics as needed. Supports Talent Acquisition, as needed, by participating in interviews. Lead and/or participates in HR projects and initiatives as assigned (researching, developing timelines, creating work standards, implementation of programs and policies, etc.). Support and assist with policies and procedures creation and/or updates. May complete annual review of various assigned policies for relevance and appropriateness. Assist hiring managers with the creation and updates of job descriptions. Support administration of organizational surveys (organizational health, employee engagement, etc.). Attend all required meetings, safety, leadership, team, etc. HRBP II (Field): Provide advice to management regarding adherence/compliance to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues. Apply expert knowledge of the GPUD's business operations, functions and services when providing guidance, advice, interpretation and counsel to management and others regarding applicable human resource rules, regulations, policies and procedures in areas such as classification, compensation, performance management, equal employment opportunity, reasonable accommodation, organizational development, and human resource information. Articulate alignment of human resource strategies with organization-wide strategic goals and values; consult with and advise senior management on potential areas of organizational risk and non-compliance; offers and recommends solutions; informs leadership of new opportunities to align human resource strategies with organizational strategies. Provide expert level HR management support and consultation by serving as the first point of HR contact. This may include one of the following: benefits, compensation, talent development, policy compliance, leave and reasonable accommodation administration (ADA), talent acquisition, labor relations, and payroll. Process requests for reasonable accommodation for disability and/or religious bases; actively consults with employee and management; determines barriers to performing essential functions and identifies potential accommodation solutions. Serve as a liaison between the HR department and business units. Analyze and solve employee relations issues, including conflicts and complaints. Investigate and respond to complaints of harassment, sexual harassment, gender bias, failure to accommodate, retaliation, violence and/or discrimination of protected statuses in federal and state law based on race, creed, religion, color, national origin, families with children, sex, marital status, sexual orientation, age, military status or presence of disability; identifies potential violations of state and/or federal regulations; consults with management and makes recommendations; implements corrective actions in collaboration with management. Document and log, all investigations, compensation consultations, employee relations opportunities, job descriptions being worked on. Coach staff-level and front-line supervisory employees and management on HR issues. Coach managers/supervisors on how to proactively address and resolve issues and by recommending training for managers, supervisors and team members where gaps exist. Collaborate with management to develop and implement HR strategies. Provide guidance on workforce planning, succession planning, recruitment, and talent development. Assist in the performance management processes, including goal setting and evaluations. Lead all interactive processes ensuring compliance with Americans with Disabilities Act (ADA) within business units assigned. Gather and analyze HR data to identify trends and recommend solutions. Create and conduct supervisor / employee training on HR-related topics as needed. Partner with Labor Relations, as needed, on all labor relations issues. Support Talent Acquisition, as needed, by participating in interviews. Identify training needs and partners with Organizational Development/Education to link resources Lead and/or participate in HR projects and initiatives as assigned (researching, developing timelines, creating work standards, implementation of programs and policies, etc.). Support and assist with policies and procedures creation and/or updates. May complete annual review of various assigned policies for relevance and appropriateness. Assist hiring managers with the creation and updates of job descriptions. Support administration of organizational surveys (organizational health, employee engagement, etc.). Attend all required meetings, safety, leadership, team, etc. Lead and oversee the Loudermill process, ensuring compliance with legal and procedural requirements. HRBP I Compensation & Classification: Provide advice to management regarding adherence/compliance to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues. Provides daily Compensation and Classification (C&C) guidance and support to the District. Provide C&C support by serving as the first point of HR contact, attending leadership meetings, and providing C&C policy guidance. Identifies training needs and
Under general direction, the Human Resources Business Partner (HRBP) acts as a consultant for District management on all issues related to human resources, labor relations, employee relations, and provides support for organizational changes. The HRBP will perform at a strategic level and will also perform routine work while presenting a professional, value-added representation of the human resources function. As needed, acts on behalf of the Employee Relations Manager during their absence. Essential duties and responsibilities may include, but are not limited to, the following: Demonstrates commitment to Grant PUD's mission, vision, values, strategic plan, and Grant PUD / IBEW Local 77 Code of Excellence. The incumbent should be familiar with these organizational priorities and behave in a way that aligns with these expectations. Understands and adheres to compliance requirements for this position that may include laws, regulations, security guidelines, Grant PUD policies and procedures. In this position, if needed to operate a GPUD vehicle for business purposes, please refer to Vehicle/Asset Usage Policy (IS-TA-POL-001). Actively participates in all aspects of our safety program, including but not limited to: Following all safety policies and procedures. Alerting supervisors and coworkers to unsafe or hazardous working conditions. Reporting any safety incidents or close calls within 24 hours to supervisor. Accepting feedback from supervisors and coworkers regarding your personal safety performance. HRBP I (Field): Provide advice to management regarding adherence/compliance to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues. Provide expert level HR management support and consultation by serving as the first point of HR contact. This may include one of the following: benefits, compensation, talent development, policy compliance, leave and reasonable accommodation administration (ADA), talent acquisition, labor relations, and payroll. Analyze and solve employee relations issues, including conflicts and complaints. Investigate and respond to complaints of harassment, sexual harassment, gender bias, failure to accommodate, retaliation, violence and/or discrimination of protected statuses in federal and state law based on race, creed, religion, color, national origin, families with children, sex, marital status, sexual orientation, age, military status or presence of disability; identifies potential violations of state and/or federal regulations; consults with management and makes recommendations; implements corrective actions in collaboration with management. Document and log, all investigations, compensation consultations, employee relations opportunities, job descriptions being worked on. Process requests for reasonable accommodation for disability and/or religious bases; actively consults with employee and management; determines barriers to performing essential functions and identifies potential accommodation solutions. Partners with Labor Relations, as needed, on all labor relations issues. Coach staff-level, front-line supervisory employees and management on HR issues. Coach managers/supervisors on how to proactively address and resolve issues and by recommending training for managers, supervisors and team members where gaps exist. Collaborate with management to develop and implement HR strategies. Provide guidance on workforce planning, succession planning, recruitment, and talent development. Assists in the performance management processes, including goal setting and evaluations. Gather and analyze HR data to identify trends and recommend solutions. Serve as a liaison between the HR department and business units. Creates and conducts supervisor / employee training on HR-related topics as needed. Supports Talent Acquisition, as needed, by participating in interviews. Lead and/or participates in HR projects and initiatives as assigned (researching, developing timelines, creating work standards, implementation of programs and policies, etc.). Support and assist with policies and procedures creation and/or updates. May complete annual review of various assigned policies for relevance and appropriateness. Assist hiring managers with the creation and updates of job descriptions. Support administration of organizational surveys (organizational health, employee engagement, etc.). Attend all required meetings, safety, leadership, team, etc. HRBP II (Field): Provide advice to management regarding adherence/compliance to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues. Apply expert knowledge of the GPUD's business operations, functions and services when providing guidance, advice, interpretation and counsel to management and others regarding applicable human resource rules, regulations, policies and procedures in areas such as classification, compensation, performance management, equal employment opportunity, reasonable accommodation, organizational development, and human resource information. Articulate alignment of human resource strategies with organization-wide strategic goals and values; consult with and advise senior management on potential areas of organizational risk and non-compliance; offers and recommends solutions; informs leadership of new opportunities to align human resource strategies with organizational strategies. Provide expert level HR management support and consultation by serving as the first point of HR contact. This may include one of the following: benefits, compensation, talent development, policy compliance, leave and reasonable accommodation administration (ADA), talent acquisition, labor relations, and payroll. Process requests for reasonable accommodation for disability and/or religious bases; actively consults with employee and management; determines barriers to performing essential functions and identifies potential accommodation solutions. Serve as a liaison between the HR department and business units. Analyze and solve employee relations issues, including conflicts and complaints. Investigate and respond to complaints of harassment, sexual harassment, gender bias, failure to accommodate, retaliation, violence and/or discrimination of protected statuses in federal and state law based on race, creed, religion, color, national origin, families with children, sex, marital status, sexual orientation, age, military status or presence of disability; identifies potential violations of state and/or federal regulations; consults with management and makes recommendations; implements corrective actions in collaboration with management. Document and log, all investigations, compensation consultations, employee relations opportunities, job descriptions being worked on. Coach staff-level and front-line supervisory employees and management on HR issues. Coach managers/supervisors on how to proactively address and resolve issues and by recommending training for managers, supervisors and team members where gaps exist. Collaborate with management to develop and implement HR strategies. Provide guidance on workforce planning, succession planning, recruitment, and talent development. Assist in the performance management processes, including goal setting and evaluations. Lead all interactive processes ensuring compliance with Americans with Disabilities Act (ADA) within business units assigned. Gather and analyze HR data to identify trends and recommend solutions. Create and conduct supervisor / employee training on HR-related topics as needed. Partner with Labor Relations, as needed, on all labor relations issues. Support Talent Acquisition, as needed, by participating in interviews. Identify training needs and partners with Organizational Development/Education to link resources Lead and/or participate in HR projects and initiatives as assigned (researching, developing timelines, creating work standards, implementation of programs and policies, etc.). Support and assist with policies and procedures creation and/or updates. May complete annual review of various assigned policies for relevance and appropriateness. Assist hiring managers with the creation and updates of job descriptions. Support administration of organizational surveys (organizational health, employee engagement, etc.). Attend all required meetings, safety, leadership, team, etc. Lead and oversee the Loudermill process, ensuring compliance with legal and procedural requirements. HRBP I Compensation & Classification: Provide advice to management regarding adherence/compliance to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues. Provides daily Compensation and Classification (C&C) guidance and support to the District. Provide C&C support by serving as the first point of HR contact, attending leadership meetings, and providing C&C policy guidance. Identifies training needs and