Hr Business Partner

SUMMARY
Human Resources Business Partners (HRBPs) are strategic partners to the leaders in the Business Units within the company. Assists management and employees with all aspects of people performance. They serve as integral members of designated business units; providing coaching, advice, and influence to help align departmental and business objectives, and deliver value-added services to management and employees. HRBPs work strategically as consultants to management on human resource-related issues, anticipate HR-related needs and communicate needs proactively to appropriate stakeholders to drive improved business performance.

HR Business Partner Assoc - 2185
EDUCATION
Bachelor's degree in Business Administration, Human Resources Management, or Organizational Development (Required)
In lieu of the above requirements, 3+ years additional experience in a Human Resources related discipline will be considered.
Master's Degree and a Human Resources Professional Certification. (Preferred)

EXPERIENCE
Experience not required.

LICENSE/CERTIFICATIONS
Professional in Human Resources (Preferred)

ESSENTIAL RESPONSIBILITIES
Works with line management in the resolution of issues relating to employees, including implementation of the constructive discipline program.
Participates in the implementation and interpretation of policies and procedures.
Is active in the development and implementation of the Company Affirmative Action Plan.
Interfaces with company legal team to assist in the resolution of legal matters related to Human Resources issues.
Conducts company investigations regarding possible employee misconduct.
Ability to comprehend, interpret and communicate laws, regulations, policies, and procedures.
Ability to comprehend company goals and objectives maintaining sensitivity to emerging issues which may impact the company.
Supports the design and implementation of department initiatives.

The South Texas Project Electric Generating Station is one of the newest and largest nuclear power facilities in the nation. STP's two units produce 2,700 megawatts of carbon-free electricity - providing clean energy to two million Texas Homes.
Through our uncompromising commitment to nuclear safety and continuous focus on improving plant operations, STP has emerged as an industry leader. Our employees maintain an ongoing commitment to the safe and reliable operations of the facility. The company's culture and core values focus on safety, integrity, teamwork, and excellence.
HR Business Partner - 2117
EDUCATION
Bachelor's degree in Business Administration, Human Resources Management, or Organizational Development (Required)
In lieu of the above requirements, 3+ years additional experience in a Human Resources related discipline will be considered.
Master's Degree and a Human Resources Professional Certification. (Preferred)

EXPERIENCE
3 Years experience in a Human Resource discipline. (Required)
3 years bargaining unit/labor relations experience (Preferred)

LICENSE/CERTIFICATIONS
Professional in Human Resources (Preferred)

ESSENTIAL RESPONSIBILITIES
Works with line management in the resolution of issues relating to employees, including implementation of the constructive discipline program.
Participates in the implementation and interpretation of policies and procedures.
Is active in the development and implementation of the Company Affirmative Action Plan.
Interfaces with company legal team to assist in the resolution of legal matters related to Human Resources issues.
Conducts company investigations regarding possible employee misconduct.
Ability to comprehend, interpret and communicate laws, regulations, policies, and procedures.
Ability to comprehend company goals and objectives maintaining sensitivity to emerging issues which may impact the company.
Supports the design and implementation of department initiatives.
HR Business Partner Sr - 2118
EDUCATION
Bachelor's degree in Business Administration, Human Resources Management, or Organizational Development (Required)
In lieu of the above requirements, 3+ years additional experience in a Human Resources related discipline will be considered.
Master's Degree and a Human Resources Professional Certification. (Preferred)

EXPERIENCE
5 Years experience in a Human Resource discipline. (Required)
3 years bargaining unit/labor relations experience (Preferred)

LICENSE/CERTIFICATIONS
Professional in Human Resources (Preferred)

ESSENTIAL RESPONSIBILITIES
Responsible for providing professional and technical input to the development, coordination, and administration of Human Resources (HR) programs.
Works with all levels of management in the resolution of issues relating to employees, including implementation of the constructive discipline program.
Provides leadership in the development, implementation and interpretation of policies and procedures. Advises other employees in the department.
Prepares, coordinates, and administers the budget process for HR and Employee Relations.
Manages the day-to-day implementation of the Collective Bargaining Agreement.
Is active in the development and implementation of the Company Affirmative Action Plan.
Assumes a leadership role on more complex special projects, programs, or initiatives as assigned.
Interfaces with company counsel to assist in the resolution of legal matters related to Human Resources issues.
Conducts investigations regarding all levels of employee misconduct.

HUMAN RESOURCES ORGANIZATIONAL DEVELOPMENT:
Assumes leadership role to ensure effective organizational structure, assessment processes and HR programs.
Advises line management with strategic planning, annual staffing plans, recruiting plans and other planning pursuant to staffing/manpower issues.
Consults with executive and line management in addressing organizational design issues and make recommendations as appropriate.
Designs, delivers, and evaluates complex HR development programs, learning tools and resources.
Manages organizational survey/assessment/diagnostic projects from design through interpretation of results and recommended action plans, including Contract Technical Coordinator (CTC) role with vendors.
Assumes a leadership role on special projects, programs, or initiatives as assigned.
Represents STPNOC on industry leadership teams if requested.

TEAM LEADERSHIP:
Works within team to breakdown task assignments in support of implementing activities and tasks in an efficient manner.
Communicates instructions for accomplishing tasks to individuals and small groups. Communicates confidently with superiors, peers, and subordinates. Reports status in a clear concise manner.
Demonstrates and conveys a favorable image of the organization.
Supports established plans and assign task priorities to ensure goals are met. Put plans into action with harmony and cooperation. Effectively anticipates and resolves task conflicts.
Acts as a Subject Matter Expert in areas assigned, works with supervisor or manager & team to provide training & procedural changes in area of expertise as needed. Identifies quality or safety concerns & works with process owners to resolve issues.
Provides constructive feedback to supervision and peers on issues that affect productivity and employee morale. Motivates team personnel to support team and station goals.
HR Business Partner Staff - 6140
EDUCATION
Bachelor's degree in Business Administration, Human Resources Management, or Organizational Development (Required)
In lieu of the above requirements, 3+ years additional experience in a Human Resources related discipline will be considered.
Master's Degree and a Human Resources Professional Certification. (Preferred)

EXPERIENCE
8 Years experience in a Human Resource discipline. (Required)
3 years bargaining unit/labor relations experience (Preferred)

LICENSE/CERTIFICATIONS
Professional in Human Resources (Required)
Senior Professional in Human Resources (Preferred)

ESSENTIAL RESPONSIBILITIES
Responsible for providing professional and technical input to the development, coordination, and administration of Human Resources (HR) programs.
Works with all levels of management in the resolution of issues relating to employees, including implementation of the constructive discipline program.
Provides leadership in the development, implementation and interpretation of policies and procedures. Advises other employees in the department.
Prepares, coordinates, and administers the budget process for HR and Employee Relations.
Manages the day-to-day implementation of the Collective Bargaining Agreement.
Is active in the development and implementation of the Company Affirmative Action Plan.
Assumes a leadership role on more complex special projects, programs, or initiatives as assigned.
Interfaces with company counsel to assist in the resolution of legal matters related to Human Resources issues.
Conducts investigations regarding all levels of employee misconduct.

HUMAN RESOURCES ORGANIZATIONAL DEVELOPMENT:
Assumes leadership role to ensure effective organizational structure, assessment processes and HR programs.
Advises line management with strategic planning, annual staffing plans, recruiting plans and other planning pursuant to staffing/manpower issues.
Consults with executive and line management in addressing organizational design issues and make recommendations as appropriate.
Designs, delivers, and evaluates complex HR development programs, learning tools and resources.
Manages organizational survey/assessment/diagnostic projects from design through interpretation of results and recommended action plans, including Contract Technical Coordinator (CTC) role with vendors.
Assumes a leadership role on special projects, programs, or initiatives as assigned.
Represents STPNOC on industry leadership teams if requested.

TEAM LEADERSHIP:
Works within team to breakdown task assignments in support of implementing activities and tasks in an efficient manner.
Communicates instructions for accomplishing tasks to individuals and small groups. Communicates confidently with superiors, peers, and subordinates. Reports status in a clear concise manner.
Demonstrates and conveys a favorable image of the organization.
Supports established plans and assign task priorities to ensure goals are met. Put plans into action with harmony and cooperation. Effectively anticipates and resolves task conflicts.
Acts as a Subject Matter Expert in areas assigned, works with supervisor or manager & team to provide training & procedural changes in area of expertise as needed. Identifies quality or safety concerns & works with process owners to resolve issues.
Provides constructive feedback to supervision and peers on issues that affect productivity and employee morale. Motivates team personnel to support team and station goals.
HR Business Partner Consultant - 2783
EDUCATION
Bachelor's degree in Business Administration, Human Resources Management, or Organizational Development (Required)
In lieu of the above requirements, 3+ years additional experience in a Human Resources related discipline will be considered.
Master's Degree and a Human Resources Professional Certification. (Preferred)

EXPERIENCE
10 Years experience in a Human Resource discipline. (Required)
3 years bargaining unit/labor relations experience (Preferred)

LICENSE/CERTIFICATIONS
Professional in Human Resources (Required)
Senior Professional in Human Resources (Preferred)

ESSENTIAL RESPONSIBILITIES
Responsible for providing professional and technical input to the development, coordination, and administration of Human Resources (HR) programs.
Works with all levels of management in the resolution of issues relating to employees, including implementation of the constructive discipline program.
Provides leadership in the development, implementation and interpretation of policies and procedures. Advises other employees in the department.
Prepares, coordinates, and administers the budget process for HR and Employee Relations.
Manages the day-to-day implementation of the Collective Bargaining Agreement.
Is active in the development and implementation of the Company Affirmative Action Plan.
Assumes a leadership role on more complex special projects, programs, or initiatives as assigned.
Interfaces with company counsel to assist in the resolution of legal matters related to Human Resources issues.
Conducts investigations regarding all levels of employee misconduct.

HUMAN RESOURCES ORGANIZATIONAL DEVELOPMENT:
Assumes leadership role to ensure effective organizational structure, assessment processes and HR programs.
Advises line management with strategic planning, annual staffing plans, recruiting plans and other planning pursuant to staffing/manpower issues.
Consults with executive and line management in addressing organizational design issues and make recommendations as appropriate.
Designs, delivers, and evaluates complex HR development programs, learning tools and resources.
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