Human Resource Business Partner

We're looking for a Human Resources Business Partner to join our growing team and help us provide meaningful work to over 4,000 people. At Lewis Tree Service, we provide the stability of a long-standing, employee-owned company with the progressive nature of a growing, improvement-minded future.

As a strategic business partner, the Human Resources Business Partner serves as a consultant to Operations management & staff on talent acquisition, employee retention, and labor relations issues to deliver talent solutions that reflect the business objectives of the Lewis organization. You are responsible for driving comprehensive HR strategies, policies, and practices in the areas of talent acquisition, workforce development, talent management, compensation, diversity, training, employee relations, and succession planning. You will help leadership with retaining talent while managing Employee performance.

Who You Are...

• HR Professional: bringing demonstrated business partner experience in an operational environment
• Collaborative: creates a partnership where you build off of each other's ideas
• Integrity: in business and relationships
• Accountable: willing to commit to a goal and see it through
• Strategic: can see the big picture and organize it into a roadmap for implementation
• Tenacious: willing to sink your teeth into something that's never been done before

What You'll Do...

• Offer expertise and consultative guidance regarding organizational and people-related strategy and execution; provide insightful data to guide decision-making and provide proactive solutions
• Create and manage job descriptions, with input from operations, for existing and emerging operations roles

• Advise on organization design, compensation, and career pathing/competencies, including succession planning

• Partner with management and group leadership to execute a talent plan in alignment with business priorities and strategy
  
  • Support the implementation of talent acquisition and retention plans across the assigned group, ensuring that we are proactively developing our workforce
  • Champion affiliate efforts and provide support for initiatives aimed at fostering an enriching, inclusive employee experience
  • Engage with group leadership using a collaborative and consultative approach that builds personal and functional credibility and establishes trust at all levels in the organization
  • Identifies talent gap issues and works with human resource colleagues and divisional partners in addressing viable solutions
• Ensures diversity, equity and inclusion is built into the talent planning, acquisition and management processes
  
  • Trains and coaches Field Hiring Specialist(s) on Structured Interview and Promotions process
  • Implement and oversee Structured Interview and Promotions processes
• Support the talent review and performance management processes, including advising managers on development plans to accelerate and enhance operations leadership
  
  • Advise on Individual Development Plans, as identified
  • Focus on development as it relates to career pathing
• Provides counsel and guidance on Union and Utility Contracts
  
  • Reviews contracts (in the bid phase as well as existing contracts) and advises leadership on HR compliance areas
  • Ensures compliance and administration of all collective bargaining agreements

• Create and manage workforce development programs, in partnership with customers, unions and local workforce development/community partners to drive talent acquisition and retention efforts
• Create and maintain relationships with customer, union, and local workforce development/community partners
• Understand workforce development funding resources, education clusters, Energy Workforce Development Consortium (through CEWD) opportunities and pre-apprenticeship/apprenticeship criteria through the Department of Labor
• Focus on the promotion of talent acquisition opportunities and employee retention efforts
• Participate in Talent Acquisition/Employee Retention events and promotions
• Focus on retention efforts and employee engagement
• Create opportunities to gather "Voice of the Employee" to include, but not be limited to stay-interviews, candidate and employee satisfaction evaluations, focus groups and learning teams
• Collaborate on strategies and solutions
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance; partner with legal department as needed/required
• Evaluate and resolve employee relations issues, as well as evaluate and develop strategies for trends

• Advise and partner with the Field Hiring Specialist(s) to:
  
  • Source for key positions
  • Convert leads to applicants in the CRM
  • Create a requisition strategy and manage job postings in our Applicant Tracking System (ATS)
  • Define and manage contingencies in the hiring process
  • Conduct Pre-Adverse and Adverse action process
  • Liaise with Union representatives on hiring
• Maintain data and documentation, including job architecture/description documents and Workforce analytics reporting
  
  • Provide quarterly reporting on Talent Plans and forecasting/projections of talent needs (supply vs. demand)
• Participates in the deployment and business alignment of Lewis' annual compensation planning processes.
• Protects confidential and process sensitive information in a professional, compliant and ethical manner
• The HR Business Partner (HRBP) will have supervisory responsibility for multiple HR support staff.
• Performs other duties as assigned

Keys to Success:

• Working knowledge of multiple human resource disciplines
• Exceptional interpersonal and communications skills
• Ability to interact effectively with all levels of management
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, collective bargaining agreements, and policies
• Robust analytical and problem-solving skillset
• A strategic approach with the ability to see the strategy through into action
• Comfortable with ambiguity and have a proven ability to create clarity
• Highest level of integrity and stellar judgment

What You'll Need:

• • BA/BS degree in Human Resources or a related field, or equivalent practical experience required; MA/MS/MBA degree preferred
  • 8+ years of HR Strategy and Talent Development experience required, preferably in operational organizations with field-based employees
  • PHR, SPHR, SHRM-CP, SHRM-SCP preferred
  • Proficiency in Microsoft Office Suite including Microsoft Excel
  
  
  • Knowledge of labor relations and/ or experience working in a union environment preferred
  • Proficiency in Human Resource Information Systems (HRIS), Applicant Tracking Systems (ATS) and Candidate Relationship Management (CRM) tools, preferred UKG Pro (formerly UltiPro) and Phenom People
  • Able to travel, including overnights, by ground and/or air transportation is required
  • Fluency in English and Spanish (written and verbal) preferred
  • Valid Driver's License required

We offer...

• Hybrid work in office
• Health insurance plans
• Paid time off
• Employee stock ownership plan
• Retirement & savings plans options
• Employee assistance program
• Salary Range $80K - 100K with bonus

Our DEI Promise: Our commitment to Diversity, Equity, and Inclusion (DEI) is key to the success of our business. We respect the differences among us, and we leverage those differences to create an environment where all employees feel welcome and fairly treated. We seek the best solutions possible by attracting and engaging a diverse workforce where all perspectives are sought and valued.

Lewis Tree Service is an equal employment opportunity employer committed to providing equal opportunity for both applicants and employees. Lewis Tree Service prohibits unlawful discrimination or harassment of employees and applicants on the basis of race, creed, color, national origin, sex, age (40+), religion, disability, marital status, sexual orientation, genetic information, citizenship status, veteran status, or any other legally protected characteristic, all employment decisions, including but not limited to recruitment, hiring, compensation, training, apprenticeship, promotion, demotion, transfer, lay-off and termination, and all other terms and conditions of employment. Lewis Tree Service's practices and policies are administered in accordance with applicable federal, state, and local laws.