HR Business Partner (Omaha, NE)

Job Title

Partners with assigned business unit(s) executive, managers and team members to ensure HR leadership in recruiting, talent management, employee corrective action, training, communication, career planning, engagement, retention, succession planning, and other HR matters.

Leads adaptation, implementation, execution, and continuous improvement of corporate policies and programs from the human resource perspective.

Maintains effective employee relations and human resource practices through the uniform and equitable application of the organization's policies and procedures.

Responsibilities

Plays a key role in talent management efforts by partnering with leadership on talent recruitment and retention strategies, succession planning, performance assessment reviews and identifying development plans to support and align with our employee commitment strategies.

Proactively partners with and promotes organizational development and training to provide employees and leaders with career development opportunities and alignment of strengths.

Participates in policy and program development to maintain or improve a world-class work environment such as team-building activities, orientation and onboarding activities, training, or other initiatives to drive productivity and workplace performance.

Represents management in investigating, answering and resolving employee complaints, addressing employee misconduct and recommending suitable disciplinary action where appropriate.

Represents the company in the confidential investigation of internal complaints from employees regarding compliance with equal employment opportunity policies on harassment and discrimination.

Participates in corporate, function, or department-wide projects as assigned.

Provides technical input to assist in development project planning.

Performs additional responsibilities as requested or assigned.

Contribute to a team-centric work environment based on mutual respect and integrity.

Support the Company's CHAMPION culture, which centers around personal responsibility, continuous improvement, and delivery quality for our customers.

Qualifications

Bachelor's degree in business administration, human resource management or equivalent education. (Typically six years of related, progressive work experience would be needed for candidates applying for this position who do not possess a bachelor's degree.)

Five or more years of experience in human resources with emphasis in employee relations and/or talent management/recruiting.

Effective oral and written communication skills.

Effective analytical, problem-solving and decision-making skills.

Ability to prioritize and handle multiple tasks and projects concurrently.

Leadership skills necessary to outline and explain decisions to the satisfaction of management.

Employees must be able to perform the essential functions of the position, with or without an accommodation.

About Us

BHE Pipeline Group consists of Berkshire Hathaway Energy's interstate natural gas pipeline companies, BHE GT&S, Kern River Gas Transmission Company and Northern Natural Gas Company. Combined, BHE Pipeline Group operates approximately 21,200 miles of pipeline with a design capacity of approximately 21.1 billion cubic feet of natural gas per day, owns assets in 27 states and is an industry leader in natural gas transportation. BHE Pipeline Group also operates 22 natural gas storage facilities with a total working gas capacity of 515.6 billion cubic feet and a liquefied natural gas export, import and storage facility.

About the Team

Northern Natural Gas is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion or religious creed, age, national origin, ancestry, citizenship status (except as required by law), gender (including gender identity and expression), sex (including pregnancy), sexual orientation, genetic information, physical or mental disability, veteran or military status, familial or parental status, marital status or any other category protected by applicable local, state or U.S. federal law. Employees must be able to perform the essential functions of the position, with or without an accommodation.