Sr. Human Resources Business Partner

at  Talen Energy

Talen Energy is seeking a Senior Human Resources Business Partner (Sr HRBP) to join the HR Team at the Susquehanna nuclear power plant near Berwick, PA. The Sr HRBP will team with leadership to optimize talent, structure, processes, and culture within areas of responsibility and in support of the station overall. The Sr HRBP will be responsible for the delivery of a full range of HR services whether delivered personally or in collaboration with colleagues in HR. The incumbent will utilize knowledge in employee relations, labor relations, training and development, benefits, compensation, organizational design and development, talent management, talent acquisition, HR process and systems. The Sr HRBP will provide professional HR service with timely advice, guidance and support to members of management and staff. The incumbent will operate as a strategic business partner supporting designated areas of the business. The incumbent does not act as just an HR Consultant; but shares the responsibility for the goals and target delivery for the teams supported.

Primary Responsibilities

• Work closely with other HR business partners to ensure an excellent HR service is delivered throughout, business partnering is working effectively, and a consistent approach is taken.
• Provide high level employee & labor relations advice, support and guidance to line managers and internal client groups in consultation with Sr HR Manager and in support of Corporate HR, Labor Relations and SSES Senior Leadership Team.
• Work closely with business groups of responsibility to ensure consultation processes are carried out correctly and in a timely manner.
• Work strategically and operationally with business groups in a business partnering capacity to ensure HR support is provided to enable them to meet their goals and objectives.
• Ensure implementation of HR initiatives within the business groups and provide proactive support and advice.
• Contribute to the monthly, quarterly and ad-hoc HR and business reporting processes.
• To provide cover for other HR Business Partners in times of absence and high workload.
• Collaborate with HR colleagues in specialist roles to influence reward and resourcing which attract, engage and retain talent.
• Work with managers to swiftly resolve individual performance/capability issues using appropriate tools.
• Assist in the employee satisfaction feedback/process and encourage employee participation.
• Facilitate compensation recommendations by partnering with the Sr HR Manager and Corporate Compensation Manager to ensure consistent compensation practices across the organization.
• Participate in initiatives to improve the overall effectiveness of HR processes; lead specific improvement initiatives.
• Work with mangers to develop learning and talent development plans to close key gaps for their area that align with the learning and talent development plan and priorities.
• Encourage managers to have clear and straightforward conversations with people about their strengths, limitations, development needs, career aspirations and to develop mentoring coaching relationships with key talent.
• Partner with the Leadership Development Manager to assess the overall current and future resource and talent levels across the department and determine short-, medium- and long-term strengths, gaps and needs, incorporating diversity.
• Support the recruitment plan to ensure alignment with the business strategy.
• Responsible for the improvement, deployment and effectiveness of a broad range of Human Resources processes across supported business.
• Support supervisors and managers on contract interpretations and grievance process to resolve issues between management and labor of mutual concern.
• Conduct and document investigations.
• Coach and mentor less experienced Human Resources Business Partners.
• May cover for the Sr HR Manager in their absence.
• Perform related job duties as assigned.

Minimum Qualifications

• Bachelor’s degree in HR or a related discipline preferred or equivalent related experiences.
• 8+ years progressive HR experience
• Labor & Employee Relations experience including contract and grievance administration
• PHR, SPHR, SHRM-CP or SHRM-SCP Certification preferred
• Ability to exercise excellent judgment and critical thinking skills.
• Ability to establish relationships, build trust, manage conflict and influence others
• Ability to see the big picture and be attentive to detail
• Excellent verbal, written and presentation skills
• Ability to obtain and maintain unescorted access to a nuclear facility

Knowledge, Skills and Abilities

• Proven record for producing results, problem-solving and accountability.
• Builds and maintains effective relationships with customers and gains their trust and respect.
• Demonstrated ability to use mature decision-making judgment.
• Team Player focused on what we can do verses can’t do.
• Negotiation Skills.
• Project Management and Change Management Skills.
• Strong Business Acumen
• Strong Time Management and Priorities Management Skills.
• Analytical and Problem-Solving Skills.
• Strong knowledge and practical application of Federal and State Employment Law & Legislation
• Demonstrate strong people management skills.
• Role-modelling the ‘can-do’ positive attitude, at all times, ensuring the HR community is regarded as a trusted partner.
• Proven experience working as an HR Business Partner in a complex organization, preferably with employee relations experience in manufacturing or electrical generation environments.
• Strong technical skills across the full range of HR activities including:
• Talent Management/Performance Management
• Employee and Labor Relations
• Recruiting
• Organizational design & change
• Promoting a high performing organization
• Reward and recognition
• Leadership development
• Preparing and delivering meaningful HR data
• Strong stakeholder management & influencing through change
• Utilization of HRIS tools for employee administration and data analysis
• All positions are subject to satisfactory post-offer background check and drug screen

Note: You will have an opportunity to add attachments to your application. Please use this opportunity to upload your resume, cover letter, and any relevant documents

• Work closely with other HR business partners to ensure an excellent HR service is delivered throughout, business partnering is working effectively, and a consistent approach is taken.
• Provide high level employee & labor relations advice, support and guidance to line managers and internal client groups in consultation with Sr HR Manager and in support of Corporate HR, Labor Relations and SSES Senior Leadership Team.
• Work closely with business groups of responsibility to ensure consultation processes are carried out correctly and in a timely manner.
• Work strategically and operationally with business groups in a business partnering capacity to ensure HR support is provided to enable them to meet their goals and objectives.
• Ensure implementation of HR initiatives within the business groups and provide proactive support and advice.
• Contribute to the monthly, quarterly and ad-hoc HR and business reporting processes.
• To provide cover for other HR Business Partners in times of absence and high workload.
• Collaborate with HR colleagues in specialist roles to influence reward and resourcing which attract, engage and retain talent.
• Work with managers to swiftly resolve individual performance/capability issues using appropriate tools.
• Assist in the employee satisfaction feedback/process and encourage employee participation.
• Facilitate compensation recommendations by partnering with the Sr HR Manager and Corporate Compensation Manager to ensure consistent compensation practices across the organization.
• Participate in initiatives to improve the overall effectiveness of HR processes; lead specific improvement initiatives.
• Work with mangers to develop learning and talent development plans to close key gaps for their area that align with the learning and talent development plan and priorities.
• Encourage managers to have clear and straightforward conversations with people about their strengths, limitations, development needs, career aspirations and to develop mentoring coaching relationships with key talent.
• Partner with the Leadership Development Manager to assess the overall current and future resource and talent levels across the department and determine short-, medium- and long-term strengths, gaps and needs, incorporating diversity.
• Support the recruitment plan to ensure alignment with the business strategy.
• Responsible for the improvement, deployment and effectiveness of a broad range of Human Resources processes across supported business.
• Support supervisors and managers on contract interpretations and grievance process to resolve issues between management and labor of mutual concern.
• Conduct and document investigations.
• Coach and mentor less experienced Human Resources Business Partners.
• May cover for the Sr HR Manager in their absence.
• Perform related job duties as assigned