HR Business Partner III

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 HR Business Partner III is responsible for aligning business objectives with employees and management in designated business units. Formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

Responsibilities

• Maintains an effective level of business literacy about the business unit's financial position, midrange plans, culture, and competition.
• Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with corporate policies, goals, and objectives.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Develops contract terms for new hires, promotions, transfers, and terminations.
• Provides guidance and input on business unit restructures, workforce planning, and succession planning.
• Identifies training needs for business units and individual executive coaching needs.
• Implements organizational development, workforce, or succession planning.
• Implements performance management strategies as developed by the parent organization.
• Administers compensation and benefit programs.
• Conducts weekly meetings with respective business units.
• Consults with line management, providing HR guidance when appropriate.
• Manages and resolves complex employee relations issues.
• Conducts effective, thorough, and objective investigations as well as well-written supporting documentation.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management 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.
• Participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Performs work with a high degree of latitude.
• Handles complex issues and problems.
• Provides leadership, coaching, and/or mentoring to a subordinate group.

Qualifications

Required Education, Experience, and Qualifications

• High School Diploma or GED.
• 8-12 years of experience in Human Resources.
• Comprehensive knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
• Strong ability to maintain diplomacy, tact, and confidentiality in all matters.
• Excellent organizational skills and attention to detail.
• Mastery of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Strong ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to foster teamwork.
• Ability to build and maintain 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 the job site(s)/office locations.

Physical Activities

• Climbing stairs.
• Remaining in a stationary position, often standing or sitting for prolonged periods
• Repeating motions that may include the wrists, hands and/or fingers

Environmental Conditions

• Quiet environment

Physical Demands

• Light work that includes adjusting and/or moving objects up to 20 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.