Human Resources Business Partner

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Role and Scope of Position:
The Human Resources (HR) Business Partner serves as the key HR liaison and resource to the management and employees of assigned business areas. Partners with line management and Human Resources organization to deliver programs and processes that improve individual, business, and organizational performance, and align with company philosophy and objectives.

This position works directly with line management on the implementation of talent, culture and organization development strategies and programs that will drive performance. This includes performance management, talent and succession management, workforce planning, leadership and employee engagement, organization design and talent planning. This position also ensures all HR policies, standards, practices and programs are appropriately integrated with business activities, consistently implemented, communicated, and equitably administered in compliance with all federal and state legal requirements.

Essential Functions: 

• Acts as HRBP to assigned business areas.  Advises and coaches management and employees, as needed, on best approaches, practices, and generates options for achieving desired results.  Develops ongoing communication and relationships to allow for proactive planning and partnership.
• Contributes to the implementation of key HR programs and initiatives per the Eversource Plan and HR Operating Plan.  Provides insights and perspectives from the business.
• Identifies trends in assigned business areas and partners with leadership to develop and implement plans to address challenges (skill gaps, turnover, diversity, utilization, performance improvement/management, organization design and restructuring, etc.).
• Contributes to the business strategy by leading the annual workforce planning process to identify, develop organizational and workforce capabilities, and ensure the business area has appropriate talent in the short and long term to execute business plans and meet objectives.
• Promotes a strong leadership and coaching culture by advising management on appropriate and effective performance management strategies to create and sustain a high-performance workforce. Deploys performance management process and partners with managers to drive effective individual and area performance in support of a pay for performance philosophy.  Facilitates calibration and helps drive appropriate differentiation of ratings and rewards.  Works with managers to pro-actively address performance issues.  Serves as a resource in the development and ongoing support of Company performance management system and tracking and measurement.
• Implements talent and succession management processes with business area leaders and consults with leaders to build development plans for high potential talent.
• Collaborates with management to ensure alignment of people, process, structure and culture with business strategies and operational initiatives. Supports business area change initiatives and partners with leadership and other corporate partners to identify strategies and action plans to engage employees and build a high-performance culture. 
• Partners with Employee Relations/HR COE/peer and other corporate areas as appropriate to facilitate resolution of employee issues and ensure business compliance with HR programs and services.  Counsels managers and employees consistent with Company policies, rules, guidelines, standards and practices.

Technical Knowledge/Skill/Education/Licenses/Certifications:

Technical Knowledge/Skill: 

Knowledge:

·    Strong knowledge of 1 or more HR functions such as HR Policies & Procedures Administration, Employee Relations, Performance Management Administration, Organization Development and/or HR Consultative Services

·    Strong knowledge of employment laws, rules and regulations

Preferred Knowledge:

• Utility regulatory environment
• Utility organizational structure and functions

Skills:

·    Ability to strategically and tactically evaluate and implement HR-related programs and initiatives

·    Conflict management skills

·    Ability to collaborate effectively with a variety of groups including organizational leadership

·    Ability to anticipate HR issues.  Define and direct HR solutions to those issues

·    Extensive analytical skills including the ability to draw sound conclusions and act decisively

·    Ability to think and act strategically in a fast-paced environment with frequently shifting and/or conflicting priorities

·    Extremely strong customer focus

·    Ability to influence others

·    Strong overall business acumen

·    Strong team membership skills

·    Ability and willingness to work with a sense of urgency and drive business results

·    Ability and willingness to handle confidential and/or sensitive matters

·    Spoken and written communication skills including the ability to develop and make presentations before various audiences

·    Ability and willingness to be a change agent and to initiate and manage change as needed

·    Demonstrated skill with MS Office Applications (especially Word) required

·    Strong functional understanding of computerized business systems

·    Possesses a high degree of personal ownership and accountability

Education:     

• Bachelor’s degree or equivalent experience. 
• Strongly prefer degree in Human Resources, Organization Development, Industrial Psychology or closely-related discipline. 
• An advanced degree and/or PHR/SPHR designation preferred.               

Experience:    

• Five (5) or more years of related HR experience required including demonstrated success in executing HR-related programs and initiatives.   

Licenses & Certifications:  

• None

Working Conditions:

• Must be available to work emergency restoration assignment as required.
• Must be available to travel between MA/CT/NH as necessary.

Mental Aspects: Leadership Behaviors/Competencies:

Set and Communicate Direction and Priorities

• Know the business plan and how your role connects to it
• Identify problems, issues; take responsibility for resolution
• Set high standards for self; deliver quality performance
• Raise ideas for improvement
• Communicate, communicate, communicate

Build Trusting Relationships

• Follow through on commitments made to manager, colleagues, and customers.
• Address difficult or controversial issues and encourage others to do the same.
• Have honest dialogue with others

Manage and Develop People

• Set performance goals that align with department and company goals
• Meet regularly with your supervisor/manager to discuss your performance
• Seek opportunities to develop skills and gain knowledge through on the job opportunities, i.e. working on projects, attending meetings, etc.

Foster Teamwork and Cross-functional Collaboration

• Work collaboratively within and across the organization to achieve “One Company” and other goals
• Recognize and address cross functional implications of your work

Create a Diverse, Inclusive Workforce

• Incorporate the diverse ideas and perspectives of team, colleagues, and customers in your work

Lead Change

• Proactively seek out opportunities to improve business performance and customer service.
• Respond positively to new demands or circumstances
• Exhibit a “can-do” attitude to support changes in priorities and work processes

Focus on the Customer

• Deliver superior service to our customers, both internal and external, in a reliable, attentive, courteous, quality, proactive and timely manner

Worker Type:

Regular

Number of Openings:

1

EEO Statement

Eversource Energy is an Equal Opportunity and Affirmative Action Employer.  All qualified applicants will receive consideration for employment without regard to age, race, color, sex, sexual orientation, gender identity, national origin, religion, disability status, or protected veteran status.

VEVRRA Federal Contractor

Vaccination Information:

Eversource requires all new employees to be fully vaccinated for COVID-19 by their first day of employment. If you have any concerns regarding compliance with this requirement, you will need to discuss your concerns with Eversource’s HR department after you have been made a conditional offer of employment. Eversource does not require applicants to discuss vaccination status prior to receipt of a conditional offer of employment and complies with all applicable laws.

Emergency Response:

Responding to emergency situations to meet customers’ needs is part of every employee’s role. If employed, you will be given an Emergency Restoration assignment.  This means you may be called to assist during an emergency outside of your normal responsibilities, work hours and location.