NRECA
Partners with the various business groups to provide guidance, consultation, and direction regarding employee relations, performance management, development, staffing needs, and organizational changes. Develops strong relationships across all levels of the organization and act as a trusted and valued business partner that ensures the integration of HR programs. Ensures compliance with federal, state and local laws.
Essential Duties And Responsibilities
- Partners with leaders to understand and develop anticipatory solutions for business group needs; communicates business strategies and trends to HR functional groups to enable the development of tailored solutions.
- Manages and provides counsel on employee relations matters including conflict resolution, performance issues, conducting initial investigations, and involuntary separations. Conducts exit interviews and facilitate all separations.
- Provides support and counsels on employee relations issues in line with established employee relations practices and procedures to ensure consistency across NRECA.
- Consults with hiring managers to achieve a complete understanding of position responsibilities, accountabilities and candidate qualifications and to agree on effective search strategies. Coaches and advises hiring managers on interview techniques and best practices and ensures compliance with Federal and State regulations relevant to hiring practices.
- Manages the recruiting process for assigned departments. Sources and screens candidates using a variety of methods in the most cost-effective manner. Makes recommendations and facilitates discussions to ensure the best hiring decision. Works with the manager to determine the appropriate compensation offer. Makes employment offers and helps the candidate recognize the value of the total reward package and benefits of working at NRECA.
- Supports NRECA’s affirmative action plan(s), with an emphasis on compliance and diversity as it relates to recruitment, hiring, promotions, transfers and terminations. Manages the EEO-1 and Veterans filing requirements.
- Participates as a member of HR’s onboarding team which includes providing information on HR policies, programs, and benefits to new employees.
- Serves as a point of contact for employees with questions. Answers questions regarding benefits and general practices at NRECA.
- Partners with Benefits Administrator and HR Assistant to ensure onboarding information is kept current.
- Collaborates with recruitment team to hire interns, develop internship program and oversee delivery of program.
- Supports and advises managers on organizational or position restructuring to ensure effective change management and communication, compliance with policies and mitigation of risks. Coordinates with Compensation Manager on position evaluations.
- Supports the development and implementation of human resources programs, policies, processes and procedures to support organizational effectiveness and operational efficiency.
- Complies with NRECA policies, procedures, and reporting to remain compliant with legal requirements and government reporting regulations.
- Guides employees and managers through the performance management process to include goal setting, performance reviews, succession planning, career planning, and workforce planning.
- Researches and introduces human resources best practice concepts to ensure that the organization is proactively considering new strategies
- Serves as a champion for HR program change management; facilitates and influences processes to help drive and sustain performance and other change efforts.
- Supports the delivery of NRECA learning programs including development, delivery, and event logistics.
- Responsible for the proper security and disposal of any confidential information that he or she may possess in the course of performing this position’s job duties, in accordance with NRECA’s Personnel & Administrative Policy and HIPPA Privacy and Security Policies & Procedures Manuals.
Direct Reports To This Position
N/A
Qualifications
Formal Education and Certifications:
Bachelor’s degree in Human Resources or an equivalent combination of education, training, and additional experience.
Experience And Credentials Required
6 years of HR business partner experience with an emphasis on HR program design and delivery, employee relations and recruiting. Experience managing the recruitment process for different levels and types of positions. Experience with using applicant tracking, performance management and learning management systems to administer and deliver HR programs.
- S/PHR, SHRM-S/CP required.
FLSA Status: Exempt
Knowledge, Skills and Abilities Required (as demonstrated by prior experience):
- Knowledge of federal and state laws and regulations related to human resources as well as human resources best practicies and policies.
- Ability to apply best practices and knowledge of internal or external business issues to address/resolve complex employee related issues.
- Ability to be persuasive, negotiate, and collaborate with individuals at all levels throughout organization.
- Ability to listen and interprete the customer’s needs, de-escalate difficult situations, while at the same time researching the issue and applying broad business and technical knowledge to address/resolve.
- Ability to perform and work on multiple tasks while being flexible and able to cope with changing conditions/policies/procedures in a fast-paced and sometimes intense working environment, while staying productive and maintaining a high level of accuracy and confidentiality.
- Ability to learn new systems and processes and quickly incorporate them into the daily work.
- Ability to communicate, both verbally and in writing, with a diverse membership, employees and/or vendors in a clear and precise manner.
- Ability to develop and/or deliver presentations and/or training workshops.
- Ability to use Microsoft Office tools (Excel, Word, Outlook, Power Point) in the day-to-day essential duties of the job.
- Ability to operate various office equipment such as personal computer, copier, printer, fax machine or other job related equipment.
- Ability to provide service excellence by building relationships, being resourceful, responsive and respectful.
Essential Physical Requirements
- The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal and extensive reading.
- Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the worker sits most of the time, the job is rated for light work.
Disclaimer Statement: The preceding job description has been written to reflect management’s assignment of essential functions. It does not prescribe or restrict the tasks that may be assigned.
Additional Requirement
The preceding job description has been written to reflect management’s assignment of essential functions. It does not prescribe or restrict the tasks that may be assigned. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status.
NRECA is committed to working with and providing reasonable accommodation to individuals with physical and mental disabilities. If you need special assistance or an accommodation while seeking employment, please e-mail [email protected] or call: 703-907-5992 – NRECA Arlington Human Resources. Please call 402-483-9275 – NRECA Lincoln Human Resources, for Lincoln, NE employment opportunities. We will make a determination on your request for reasonable accommodation on a case-by-case basis.
EEO is the Law. The law requires NRECA to post a notice describing the Federal laws prohibiting job discrimination. For information regarding your legal rights and protections, please click on the following link: EEO is the Law and EEO is the Law Supplement .
Pay Transparency Non-Discrimination. NRECA will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay. Please see the Pay Transparency Nondiscrimination Provision for more information.
E-Verify. As a Federal Contractor, NRECA is required to participate in the E-Verify Program to confirm eligibility to work in the United States. For information please click on the following link: E-Verify .
To apply for this job please visit nreca.wd1.myworkdayjobs.com.