Human Resources Business Partner - Fort Collins, United States - Platte River Power Authority

Description

Posted Monday, June 3, 2024 at 6:00 AM | Expires Tuesday, June 18, 2024 at 5:59 AM

Platte River Power Authority is a not-for-profit, community-owned public power utility that generates and delivers safe, reliable, environmentally responsible and financially sustainable energy and services to Estes Park, Fort Collins, Longmont and Loveland, Colorado, for delivery to their utility customers.

At Platte River, we share a sense of purpose and pride in the value we add to our communities, our region and the energy industry.

We rely on our staff to sustain our leadership role in the region and to help us work toward our goal to achieve a 100% noncarbon energy mix within the next decade.

To accomplish this, we offer competitive pay and benefits, state-of-the-art workplaces at both headquarters and the Rawhide Energy Station, and the following unique benefits:

Onsite, fully-equipped gym facilities
Fleet cars for use by staff for local business travel
Employee rewards, health and financial wellness programs
Volunteer days and opportunities to participate in community events
Culture of respect, commitment and camaraderie

If you're searching for a collaborative working environment within a mid-sized organization that values innovative ideas, diverse perspectives and provides opportunities to make a difference, consider joining the Platte River team.

Job summary

The human resources business partner (HRBP) provides consultation as a trusted advisor to organizational leaders in the development and implementation of people strategies and interventions in support of the organization's needs and objectives.

Formulates partnerships across the HR function and the organization to deliver value-added service and serve as a point of contact for management and employee inquiries, provides guidance, coaches, and advice, makes referrals to other partners and devising solutions for staff.

At Platte River, the HRBP is a part of a forward-thinking, agile, human resources team that is keenly focused on its customer service role in the organization to facilitate an exceptional employee experience.

This role allows for interaction at all levels of the organization as a trusted advisor while partnering across the HR function to deliver strategic HR initiatives and support the organization's goals.

While this role has a primary focus in HR operations, close collaboration with counterparts in talent management, total rewards, and compensation is critical to providing seamless HR support.

This position is a lead role with supervisory controls and oversees the HR operations specialist.

We're looking for our newest team member to have demonstrated core human resources generalist knowledge and experience, the ability to remain flexible and adaptable within a dynamic environment, and an aptitude for balancing long-term vision with immediate needs.

This posting will remain active and open to applicants for two weeks.
Work schedule and environment

This position is eligible for hybrid work scheduling, within a commutable distance of Platte River's headquarters campus in Fort Collins, and typically works Monday through Friday.

Schedule flexibility is offered with the expectation that core areas of HR responsibility maintain adequate support and coverage.
Performing job duties require minimal physical effort typically found in clerical, office-based work. The HR business partner role is considered primarily sedentary, and may occasionally lift and carry light objects.

There are minimal requirements for walking and standing, and minimal risk of exposure to hazards typically found in an office environment that could result in injury or accident.

Essential duties and responsibilities
This HR business partner will primarily focus on operations/processes, and shares responsibility for general HR business partner duties. Responsibilities that this business partner may also provide cross-functional support to within talent management are also listed.
General duties assigned to HRBPs, regardless of functional area

Models the mission, vision, values, and culture of the organization
Partners with HR leadership, managers, and supervisors to reduce risk and to ensure practices are appropriate and consistent with employment policies
Partners with others to improve organizational effectiveness by identifying strategies to resolve problems, improve team performance and effectiveness and develop people strategies that support the organization's needs
Support change management initiatives within the department and organization, ensuring smooth transitions for employees
Provides support to HR management and organizational stakeholders in execution of a workforce management process and plan
Provides input regarding organizational and position restructures, succession planning and retention initiatives.
Supports departments in the assessment of learning needs and delivery of interventions to meet organizational objectives; facilitates discussions and meetings and presents information to staff
Serves as a coach and consultant to organizational leaders, anticipating needs, identifying solutions, and capitalizing on opportunities that support learning and development
Partners with Talent Acquisition to move recruitments forward through active participation in selection and recruitment processes
There are two separate HR business partner roles that are delineated below
Please note that each role may has a primary workstream, cross functional collaboration is critical

Operations/processes

Monitor HR policies and procedures to secure integrity of internal HR data and compliance with HR with employment/labor laws and best practices
Partners with HR colleagues to understand HR workflow to enable identification of areas of improvement and make appropriate recommendations regarding HR operational policies, procedures, and systems to ensure efficient workflow and resource utilization
Leverages skills and knowledge to identify, share with management, and capitalize on opportunities to drive organizational change and facilitate implementation of change initiatives
Identify potential inefficiencies, gaps or ambiguities that could lead to errors or deviations from standards

Develop, recommend, and implement internal controls that ensure quality outcomes, foster accountability, and promote a culture of excellence in all areas of HR including but not limited to continuous process improvement, policy maintenance, records management, EEO/AA reporting, Critical Infrastructure Compliance (CIP), DOT (CDL/CMV/Pipeline), etc.

Monitor key performance indicators to assess HR operational performance and identify areas for improvement
Enables training and development programs that enhance employee skills and knowledge
Work collaboratively with HR talent management team to ensure full support of Platte River colleagues

Talent management

Keeps Human Resources leadership and internal partners advised regarding trends, opportunities, issues, and areas of concern by providing forward-looking, strategic counsel and advisement
Leverages skills and knowledge to identify, share with management, and capitalize on opportunities to drive organizational change and facilitate implementation of change initiatives
Serves as an HR resource for supervisory/management teams in organizational development and decision-making objectives and processes established by HR leadership
Partners with HR leadership, legal, and management regarding employee relations and employee concerns, internal complaints, performance management needs and disciplinary actions
Advises regarding complex employee relations matters, provides advice and coaching techniques, facilitates discussions and conflict resolution, supports positive work relationships, and seeks to build morale and impact employee engagement
Conducts investigations and reviews in conjunction with management; follows up on approved actions taken because of investigations and reviews
Works collaboratively with HR operations team to ensure full support of Platte River policies and procedures

Other functions
Participates as a member on employee or organizational committees and project teams as needed
Assists in other areas of Human Resources where appropriate on an as-needed basis
Performs other duties as assigned
Supervisory controls
Leads and monitors day-to-day operations within areas of responsibility
Provides guidance to direct reports in alignment with organization's policies, practices and procedure
Makes recommendations regarding personnel decisions related to hiring, performance or disciplinary actions
Conducts performance management activities, enables training and development opportunities and serves as mentor for direct reports
This position may serve as a backup lead for the HRBP (talent management), total rewards administrator or compensation business partner
Knowledge, skills, and abilities
Skilled in the delivery of internal customer service and in relationship management
Ability to focus on continuous improvement and to self-reflect/assess areas of needed self-improvement
Skilled and a willingness to hold self and others accountable for measurable, high quality, timely and effective actions, and results
Ability to exercise discretion and maintain confidentiality
Ability to assess risk in HR related management actions and decisions
Ability to effectively manage time, multi-task and identify and prioritize tasks, projects, and work duties to meet short-and-long-term objectives
Extensive knowledge and understanding of compensation, benefits, rewards and other related programs and philosophies
Ability to use administrative and software tools such as MS Office, applicant tracking and other systems
Skilled in providing leadership, direction, and guidance to business partners, including HR team members
Ability to manage and resolve complex employee relations issues by facilitating discussions, conducting effective and thorough investigations, recommending best course of action, and creating well-written reports
What you'll need to qualify
Required education, experience and license
Bachelor's degree in human resources, organizational development, business administration, management or related field from an accredited university or seven years of equivalent experience
Current valid driver's license and ability to remain insurable under the vehicle liability policy
Three years of work experience in an HR-related role in recruitment, compensation, benefits, or employee relations
Preferred certification
SHRM or HRCI certification in an HR, benefit or compensation area or ability to obtain certification within 12 months of employment
Pay
This is a salaried, exempt position; salaries are paid bi-weekly. Factors that may be used to determine actual salary include specific skills, years of experience, education and certifications.

Pay range :
$3,608.96 to $5,054.92 bi-weekly ($93,833 to $131,428 if annualized)

Anticipated hiring range :
$3,608.96 to $4,150.30 bi-weekly ($93,833 to $107,908 if annualized)
Platte River Power Authority offers employees an outstanding benefits package.

Benefits offered for this position may include the following:

Health insurance options including a PPO and high deductible health savings account with prescription drug coverage
Vision insurance
Flexible spending plan
Basic life insurance
Basic accidental death and disability
Dependent life and supplemental life insurance options (voluntary)
Accidental death and disability insurance (voluntary)
Long-term disability insurance
Retirement plans401a defined contribution plan 457b deferred compensation plan
For additional information, please see our website careers page

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

Platte River endeavors to make our careers site accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please call us at or email

Must be legally eligible to work in the United States. Platte River cannot provide employment to applicants who will require sponsorship now or in the future (i.e. H1B visa, OPT status).
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