- Strategic Partnership: Serve as the dedicated Sr HR partner for Divisional business leaders, working closely together to achieve talent-related objectives, improve organizational design and efficiency, and increase employee engagement. Utilize change management strategies and tools to drive implementation.
- Data-Driven Insights: Utilize data analytics to provide insights into HR metrics and trends, enabling informed decision-making. Leverage data to identify opportunities for improving employee engagement, performance, and retention, as well as inform compensation decisions.
- Talent Planning and Development: Facilitate succession management for leadership and top talent, developing talent management strategies to support employee development.
- HR Program Leadership: Lead companywide HR initiatives, ensuring effective communication, implementation, and utilization of HR programs.
- Diversity, Equity, Inclusion, & Belonging: Support both UPS and Corporate DEIB (Diversity, Equity, Inclusion, and Belonging) programming, fostering an inclusive workplace culture.
- Employee Development: Design and implement strategies for continuous learning and skill enhancement. Collaborate with leaders to identify training needs, mentorship opportunities, and career development paths for employees.
- People Manager Development: Support the development of people managers by coaching and enabling them to advance their employees' careers through various HR programs and initiatives.
- Employee Relations: Partner with the People Relations team to advise on employee relations matters, crafting resolution strategies in collaboration with the business and other HR/Legal colleagues when specific ER issues arise. Full involvement in ER cases may be required, at times, due to case load.
- Promote ICF's Core Values through HR programs and practices, model personal integrity, drive the importance of ethics and compliance throughout the business, and address related issues in a timely and effective manner.
- Bachelor's Degree in a related discipline (or applicants can substitute one year of related experience for one year of education).
- 6+ years of demonstrated success in assisting managers with talent management/succession planning, addressing organizational and employee development issues, and resolving complex employee relations issues.
- Experience synthesizing and analyzing data and telling the story via creating data visuals.
- 6+ years of experience working in one or a combination of HR practices and disciplines, including talent management, compensation, performance management, employee/career development and general support in a broad-based HR generalist role.
- Experience with HR project management, program implementation and training delivery.
- PHR/SPHR or SHRM CP or SCP certification.
- Demonstrated expertise in supporting a large, complex, multi-location organization while working with managers across various offices.
- Experienced with personality/leadership assessment tools, and comfortable in debriefing assessment profiles at the individual and work group levels.
- Strong business acumen with the ability to consider business/financial implications of talent actions
- Proven ability to successfully build relationship with internal clients, with the ability to support, coach, and influence as needed
- Embraces a sense of curiosity to explore data and ask questions. Able to challenge the status quo and bring fresh ideas to leaders as needed.
- Utilizing problem solving skills/critical thinking to analyze complex situations, identify existing or potential problems, and recommend solutions.
- Team player with the ability to work in a high demand, fast-paced environment with diverse, geographically dispersed clients.
- Verbal, presentation, and written communication skills at the level of proficiency required to be effective with senior leaders.
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Senior HR Business Partner - Reston, United States - ICF
Description
Senior HR Business Partner - Utility Programs & Services - Remote
We are looking for a forward-thinking Sr HR Business Partner to collaborate with the leaders of our Utilities Programs & Services (UPS) division of the Energy, Environment, and Infrastructure (EEI) group. This growing division is helping utilities lead the energy transition and you can be a part of that journey. UPS is committed to building a strong employee culture and prioritizing talent. The leaders of this division are invested in talent planning, employee development, and employee recognition. You'll play a key role in surfacing data-driven insights and offering creative solutions to continue enhancing our talent strategy. This role helps leaders drive organizational effectiveness, performance management, and employee engagement initiatives. Explore the impactful work you'd contribute to growing at ;
You'll be a member of a collaborative HR team supporting the EEI group, providing you the ability to work on cross-cutting HR projects serving both EEI and ICF. This role can be based out of an ICF office, remote, or hybrid and may require occasional travel supporting geographically dispersed teams.
Key Responsibilities
Basic Qualifications:
Preferred Skills/Experience:
Professional Skills:
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