HR Business Partner II - Metairie - Enfrasolutions

Description

About Us

At ENFRA, we blend a rich history with a forward-looking vision. With over 100 years of experience, we are a pillar of stability in the energy infrastructure industry and a leader in innovative energy solutions. Our commitment to leveraging emerging technologies ensures that we remain at the forefront of the Energy-as-a-Service sector.

We believe in growth—not just for our business, but for our people. Our team members have the opportunity to advance their careers in a supportive environment that values continuous learning and development. We embrace innovation and encourage creative problem solving to tackle the energy infrastructure and energy challenges of tomorrow.

Inclusion is at the heart of our culture. We strive to create a workplace where every voice is heard and valued, fostering a collaborative environment where diverse perspectives drive our success.

Join us to be part of a legacy of excellence and a future of groundbreaking advancements. At ENFRA, stability, innovation, and growth are more than just values—they are the pillars of our continued success.

Overview

The Corporate HR Business Partner II is responsible for aligning business objectives with employees and management within the corporate business unit. This role formulates partnerships across the HR function to deliver value-added services that support the organizations business objectives. The Corporate HR Business Partner II works closely with HR Operations and HR Shared Services to bridge different HR functional areas. Lastly, HRBP II provides direct support to the VP of HR on a variety of special projects within the Corporate HR function.

Responsibilities

• Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with corporate policies, goals, and objectives.
• Conducts new hire orientations and employee training.
• Implements performance management strategies as developed by the parent organization.
• Attends and participates in employee disciplinary meetings, terminations, and investigations.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
• Administers compensation and benefit programs.
• Conducts regular meetings with respective business units.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains comprehensive knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the compliance/legal department as needed/required.
• Provides day-to-day HR guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Performs other related duties as assigned.
• Performs work under minimal supervision.
• Handles moderately complex issues and problems, and refers more complex issues to higher-level staff.
• May provide leadership, coaching, and/or mentoring to a subordinate group.
• Specific responsibilities include:
• Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with corporate policies, goals, and objectives.
• Conducts new hire orientations and employee training.
• Implements performance management strategies as developed by the parent organization.
• Attends and participates in employee disciplinary meetings, terminations, and investigations.
• Responds to employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
• Administers compensation and benefit programs.
• Conducts regular meetings with respective business units.
• Manages and resolves complex employee relations issues, conducts effective, thorough and objective investigations.
• Maintains comprehensive knowledge of legal requirements related to employee management, reducing legal risks and ensuring regulatory compliance. Partners with the compliance/legal department as needed/required.
• Provides day-to-day HR guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to enhance work relationships, build morale, and improve productivity and retention.
• Provides HR policy guidance and interpretation.
• Participates in the evaluation and monitoring of training programs to ensure effectiveness and alignment with business goals.
• Performs other related duties as assigned.
• Works under minimal supervision.
• Handles moderately complex issues and problems, escalating more complex matters as needed.
• May provide leadership, coaching, and/or mentoring to a subordinate group.
• HR Liaison between HR Operations and HR Shared Services
• Leads or facilitates projects between HR Operations and HR Shared Services by establishing and ensuring alignment, identifying appropriate resources, creating and managing the project plan and driving communication.
• Meets regularly with HR Operations to ensure divisional alignment on HR processes, policies, and procedures.
• Creates and revises standard operating procedures (SOPs) to document best practices and precedents.
• HR Special Projects Lead Duties
• Specific responsibilities include:
• Works closely with the VP of HR on special projects, such as planning and assisting in leading the Annual HR Strategy Event, Project Renaissance, HR 6-Month Check-Ins, etc.
• Leads federal labor law poster management, ensuring appropriate posters and revisions are distributed to offices and job sites.
• Coordinates monthly meetings between the HR team and Accounting for budget management.
• Manages the Employee's 1st Program and serves as the liaison between employees and vendors to resolve any issues.
• Organizes monthly team-building activities for the HR team, such as HR Coffee Talks or HR Lunch and Learns.
• Creates and shares key documents with the HR team, including the Bernhard Strategic Framework, Benefits Matrix, and HR Organizational Chart.
• Keeps the HR team informed on initiatives by providing HR Monthly Updates.

Qualifications

Required Education, Experience, and Qualifications

• High School Diploma or GED.
• 5 plus years of experience in Human Resources.
• Possesses thorough knowledge of most HR subjects (specifically those listed above).
• Ability and interest to learn autonomously
• Excellent organizational skills and attention to detail.
• Possesses a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to foster teamwork.
• Ability to build collaborative relationships.
• Strong ability to maintain diplomacy, tact, and confidentiality in all matters.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.
• Excellent verbal, interpersonal, and written communication skills.
• Willingness to tackle various ongoing projects in a fast-paced environment.
• Ability to multitask and perform duties outside of the scope of work when necessary.

Preferred Education, Experience, and Qualifications

• Bachelor's degree in Human Resources, Psychology, Business, or related discipline.
• Certified Human Resource Professional (PHR), Senior Certified Human Resource Professional (SPHR), SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP) credential.

Travel Requirements

• 0-5 % of the time will be spent traveling to job site(s)/office location.

Physical/Work Environment Requirements

• Prolonged periods of sitting at a desk and working on a computer in an office environment.
• Repeating motions that may include the wrists, hands, and/or fingers.
• Quiet environment.
• Light work that includes adjusting and/or moving objects up to 15 pounds.

ENFRA is proud to be an Equal Opportunity Employer of Minorities, Women, Protected Veterans, and Individuals with Disabilities, and participates in the e-Verify program. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other classification protected by law.