Senior Human Resources Business Partner

Senior Human Resources Business Partner Location: Tempe, AZ, US Benefits Pension Plan (at no cost to the employee) 401(k) plan with employer matching Available your first day: Medical, vision, dental, and life insurance Over 200+ hours of PTO (includes vacation days, holidays, floating holidays, and sick leave) Parental leave (up to 4 weeks) and adoption assistance Wellness programs (including access to a recreation and fitness facility) Short and long-term disability plans Tuition assistance for both undergraduate and graduate programs 10 Employee Resource Groups for career development, community service, and networking Summary The Human Resources Business Partner serves as the primary HR point of contact for a specific business unit(s). This role will partner with business leadership to successfully identify, inform and execute HR strategies which enable SRP to successfully deliver on its mission. Responsibilities Build a strategic alliance between the business unit(s) and HR. Align business objectives with workforce solutions to achieve desired business outcomes. Consult with line management on employee matters to provide guidance as appropriate. Serve as a steward of diversity, equity and inclusion. Monitor the pulse of employees. Elevate and tackle potential issues negatively impacting employee engagement. Build trusting relationships with all levels of the organization. Engage and collaborate with HR COE’s as needed to bring functional expertise to solve business challenges and provide an exceptional client experience. Appropriately challenge traditional practices and identify innovative solutions which meet evolving business/industry demands. Champion HR change initiatives to ensure successful implementation of programs, policies, procedures. Understand and address the upstream and downstream impacts of decisions/solutions on the workforce. Analyze workforce data to identify trends, inform decisions and shape recommendations to achieve business objectives. Pivot from high level strategy development to tactical hands on execution as needed. Maintain in-depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the Legal Services as needed/required. Comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, Union contract provisions, and policies. Partner with leadership to develop, monitor and report on workforce and succession plans. Advise on leadership, professional development, and training. Maintain awareness of culture, financial and resource plans, and emerging trends of the business unit and organization. Handle other projects, duties and responsibilities as assigned. Education A bachelor’s degree relevant to the assignment from an accredited institution is preferred. Experience Minimum 8 years of relevant experience required. In lieu of a bachelor’s degree, 12 years of relevant experience or an equivalent combination of education and experience totaling 12 years may be considered. Additional Requirements and Qualifications Bachelor’s degree in Human Resources, Business Administration or related field required. Masters in Business Administration preferred. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, Union contract provisions, and policies. Ability to establish and maintain strong relationships in order to become a trusted advisor to leadership and employees across the organization. Excellent verbal and written communication skills, including the ability to present information in a clear and concise manner to senior audiences. Excellent project management and leadership skills. Ability to effectively influence and persuade at all levels of the organization. Strong analytical, critical thinking and problem‑solving skills. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Ability to successfully manage competing priorities and consistently meet deadlines. Ability to thrive with ambiguity and frequent change, synthesize a wide range of information and collaborate with individuals throughout HR and the organization. Desire to learn and understand the utility industry strongly preferred. Hybrid Workplace SRP currently offers a hybrid workplace, which allows employees whose jobs can be performed remotely, and who have sufficient technical capability, to telework up to three days per week. Although teleworking is available, all employees must live and work in Arizona. Drug/Alcohol Policy Statement To promote the safety and well‑being of our employees, customers, and the communities we serve, SRP is committed to maintaining a drug/alcohol free work environment. Although marijuana may now be legal in Arizona, except as otherwise specified under Arizona law, SRP considers it to be an illegal drug for the purpose of our drug/alcohol policy because marijuana remains illegal at the federal level. Any candidate found to be impaired during the hiring process or who has the presence of an illegal drug or unauthorized substance in their system during the pre‑employment drug/alcohol test may be disqualified from further consideration in the hiring process. Equal Opportunity Employer Statement Salt River Project (SRP) is committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, military status, or any other protected status under applicable federal, state or local law. Work Authorization All candidates must be legally authorized to work in the United States. Currently, SRP does not sponsor H1B visas, OPT, or other employment‑related visas. #J-18808-Ljbffr