Human Resources Business Partner

Job Details:

Gainesville Regional Utilities, the most comprehensive utility service provider in Florida, is building a new team to support the utility’s human resources needs. We are seeking a People Resources Business Partner who will develop strong partnerships with leaders of multiple business units focusing on both strategic support and practical implementation. 

The People Partner will have the depth and breadth of experience to proactively support their partners through the full employee life cycle, from attraction, recruitment and onboarding to employee development and retention, to separation. To support these efforts, you will also assist your partners with compensation, employee and labor relations, workforce analysis and development, and change management.

Join us in this exciting opportunity to help shape the future of GRU!
 

Job Description:

Highly responsible managerial work responsible for building GRU’s talent management infrastructure and strategy for one or more GRU departments, including aligning the organization’s people and business strategies, serving as the lead HR advisor for assigned business units. The business partner is a champion, strategic partner, and change agent for the business.  They have a deep understanding of Human Resources and the business and formulate partnerships to deliver value-added service to management and employees.  The PRBP works to achieve GRU’s mission and objectives while promoting the corporate values and shaping a positive organizational culture.

Positions allocated to this classification report to the Chief People Officer and work under general supervision.  Work in this class is distinguished from higher classes by its lack of overall department management and from lower classes by the use of considerable initiative and independent judgment in providing departmental support for the full scope of human resources activities within the Office of People Resources.

EXAMPLES OF WORK

This section of the job description is not intended to be a comprehensive list of duties and responsibilities of the position.  The omission of a specific job function does not absolve an employee from being required to perform additional tasks incidental to or inherent in the job.  Performance of lower-level duties may be required.

ESSENTIAL JOB FUNCTIONS

Supports GRU’s vision and strategy by helping build a culture that aligns with the Customer First mission of GRU.

Serves as a consultant and communicates to management in all areas of human resources by providing technical and analytical expertise, guidance and interpretation of GRU policies and Federal, State and local laws and regulations.

Develops and implements HR strategies and initiatives aligned with the overall business strategy and mission, supported by H. R. policies, procedures, practices and systems for all functional areas of People Resources.

Manages the talent acquisition, onboarding, and retention processes for their assigned business units.

Provides guidance on performance management and ensures the business leaders have a plan for mentoring, coaching and career planning for their frontline leaders and employees.

Assists with maintaining, updating, and executing a competitive compensation and benefits strategy, implementing reward and recognition interventions to increase employee engagement.

Works with management and employees to resolve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and increase employee engagement and retention.

Helps the organization become future ready by managing the workforce planning processes, succession planning efforts, and supporting professional development to meet future workforce needs.

Assists in preparing the existing workforce for future opportunities by identifying training, reskilling, and upskilling needs, and delivering leadership training.

Equips leadership to handle people matters in the organization by providing HR advice where necessary, being up to date on employment laws and regulations, providing guidance on People policies, procedures, practices and processes.

Optimizes organizational design to increase productivity and improve business performance within the assigned departments.

Utilizes the HRIS system to ensure employee changes are properly documented, employee data is accurate and meaningful employee data is provided for decision-making.

Reports to HR leadership and provides decision support through HR metrics.

Ensures legal compliance with state and federal laws.

Stays current with new developments in the human resources profession.

EDUCATION AND EXPERIENCE

Graduation from an accredited four (4) year college or university with major course work in Human Resources, Organizational Development, Industrial-Organizational Psychology, Business or related field; Utility experience strongly preferred.

Six (6) years of professional Human Resources experience.

OR an equivalent combination of education and experience which provide the necessary knowledge, skills and abilities and other competencies necessary for success in the target position.

CERTIFICATIONS OR LICENSES

Licenses

None

Certifications

SHRM CP or HRCI PHR are desirable.