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HR Business Partner

Location: 

White Plains, US

Summary

The HR Business Partner will support Business Unit leaders and their teams in the execution and development of HR programs and initiatives. The business partner must understand their client group's strategic priorities, the business imperatives, and customer’s business. Proactively consults with clients and recommends HR strategic solutions to improve critical business outcomes. Collaborates with HR specialists on the delivery of strategic initiatives. Serves as consultant and adviser to business unit leaders in the effective management of their workforce through implementing performance management, organizational design, analysis and implementation; change management, talent assessments, leadership development and succession planning programs. #LI-CJ1

Responsibilities

  • Supports one or more smaller/less complex Business Units.
  • Implement and project manage key HR initiatives and programs within various business units.
  • Partner with Compensation, Recruiting, Talent, and Benefits departments to address trends, organizational changes, and drive programs.
  • Consult with managers and staff on employee relations issues, conduct investigations, and make recommendations in response to management and staff concerns.
  • Provide managers with strategic direction regarding organizational structure and approaches to leverage staffing and talent needs.
  • Ensure uniform administration of policies and practices.
  • Oversee all policy development and compliance.  Recommend policy enhancements that further HR and organizational initiatives.
  • Review and analyze data to identify trends and recommend solutions to improve the overall health of the organization and monitor the "pulse" of employees to ensure a high level of employee engagement.
  • Lead discussions and train management on various HR-related topics.
  • Deliver HR core processes to business units including: performance management, change management, succession planning, staffing & selection, and salary planning.
  • Analyze performance gaps and organizational trends to identify targeted actions and HR programs that mitigate people related risks and solve the business problem.

Knowledge, Skills and Abilities

  • Demonstrate business and financial acumen.
  • Ability to remove and overcome barriers to promote collaboration between and within HR and the business.
  • Leverage relationships throughout the organization to influence individuals and outcomes.
  • Experience partnering with senior business leaders.
  • Demonstrated ability to facilitate organizational change and foster linkage between business objectives and human resources activities.
  • Ability to create and maintain a positive employee relations environment throughout complex and changing situations.
  • Demonstrated capability to communicate and work effectively at all levels of the organization, inspiring respect and credibility.
  • Demonstrated creative and innovative thinking.
  • Strong interpersonal and team building skills.
  • Effective listening skills, with flexibility in approach to solutions.
  • Strong problem-solving, decision-making, and organizational skills.
  • Demonstrated ability to resolve conflicts quickly with win-win solutions/outcomes.
  • Capable of managing multiple demands and priorities simultaneously.
  • Knowledge of and experience with HR functions, programs and practices.
  • Strong knowledge of employment laws such as FMLA, COBRA, ADA, and other federal and state laws covering discrimination and equal opportunity employment.

Education, Experience and Certifications

  • Bachelor’s degree required.
  • Minimum 5 years’ progressive experience in human resources. 

  • Minimum 3 years’ experience as a human resource generalist and/or business partner.

  • Possesses experience and knowledge in both functional and strategic aspects of Human Resources in at least 2 of the following areas: recruitment, organizational design, employee engagement, leadership development, succession planning, learning and/or workforce planning.

  • HR experience in utility/energy/technical environment preferred.

  • Experience coaching managers in the design and composition of organizational structures.
  • Experience developing communication plans for business units.

Physical Requirements

Approximately 10% travel, primarily within NY State.

New York Power Authority is committed to providing fair, competitive, and market-informed compensation. The target salary range for this position is: $101,000-$124,000. Salary offered will be determined based the successful candidates’ relevant experience, knowledge, skills, and abilities.

 

The New York Power Authority and Canals Corporation believes that equity, diversity, and inclusion drive our success, and we encourage women, people of color, LGBTQIA+ individuals, people with disabilities, members of ethnic minorities, foreign-born residents, and veterans to apply. As an equal opportunity employer, NYPA/Canals is committed to building inclusive, innovative work environments with employees who reflect communities across NY and enthusiastically serve them. We proudly celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, gender identity and/or expression, age, veteran status, disability status, pregnancy, marital status, genetic information, arrest record or criminal conviction history, or any other category protected by law.

We are happy to provide reasonable religious accommodations during the hiring process for those in need. If you have a disability or special need that requires a reasonable accommodation, please send a request to accessibility@nypa.gov.

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Nearest Major Market: White Plains
Nearest Secondary Market: New York City

Job Segment: Employee Relations, Performance Management, HR, Equity, Human Resources, Finance