"Alerted.org

Description

**Closing Date to Apply:** June 16th, 2025

Openings: 2

Salary:

**HR Business Partner I:** $86,569.60 - $139,380.80

**HR Business Partner II:** $91,811.20 - $147,804.80

Typically, selected candidates are hired at a salary rate between the minimum and midpoint of the range.

**Benefits** : This link below will provide you with Grant PUD’s benefit that may be available if hired, different employee types are eligible for different benefits.

Grant PUD — Unified Insurance Program (uip-wa.org)

Position Summary

Under general direction, the Human Resources Business Partner (HRBP) acts as a consultant for District management on all issues related to human resources, labor relations, employee relations, and provides support for organizational changes. The HRBP will perform at a strategic level and will also perform routine work while presenting a professional, value-added representation of the human resources function. As needed, acts on behalf of the Employee Relations Manager during their absence.

Essential Functions

Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following:

+ Demonstrates commitment to Grant PUD’s mission, vision, values, strategic plan, and Grant PUD / IBEW Local 77 Code of Excellence. The incumbent should be familiar with these organizational priorities and behave in a way that aligns with these expectations.

+ Understands and adheres to compliance requirements for this position that may include laws, regulations, security guidelines, Grant PUD policies and procedures.

+ In this position, if needed to operate a GPUD vehicle for business purposes, please refer to Vehicle/Asset Usage Policy (IS-TA-POL-001).

+ Actively participates in all aspects of our safety program, including but not limited to:

+ Following all safety policies and procedures.

+ Alerting supervisors and coworkers to unsafe or hazardous working conditions.

+ Reporting any safety incidents or close calls within 24 hours to supervisor.

+ Accepting feedback from supervisors and coworkers regarding your personal safety performance.

HRBP I (Field):

+ Provide advice to management regarding adherence/compliance to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues.

+ Provide expert level HR management support and consultation by serving as the first point of HR contact. This may include one of the following: benefits, compensation, talent development, policy compliance, leave and reasonable accommodation administration (ADA), talent acquisition, labor relations, and payroll.

+ Provides advice to management regarding adherence to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues.

+ Analyze and solve employee relations issues, including conflicts and complaints.

+ Investigate and respond to complaints of harassment, sexual harassment, gender bias, failure to accommodate, retaliation, violence and/or discrimination of protected statuses in federal and state law based on race, creed, religion, color, national origin, families with children, sex, marital status, sexual orientation, age, military status or presence of disability; identifies potential violations of state and/or federal regulations; consults with management and makes recommendations; implements corrective actions in collaboration with management.

+ Document and log, all investigations, compensation consultations, employee relations opportunities, job descriptions being worked on.

+ Process requests for reasonable accommodation for disability and/or religious bases; actively consults with employee and management; determines barriers to performing essential functions and identifies potential accommodation solutions.

+ Partners with Labor Relations, as needed, on all labor relations issues.

+ Coach staff-level, front-line supervisory employees and management on HR issues.

+ Coach managers/supervisors on how to proactively address and resolve issues and by recommending training for managers, supervisors and team members where gaps exist.

+ Collaborate with management to develop and implement HR strategies.

+ Provide guidance on workforce planning, succession planning, recruitment, and talent development.

+ Assists in the performance management processes, including goal setting and evaluations.

+ Gather and analyze HR data to identify trends and recommend solutions.

+ Serve as a liaison between the HR department and business units.

+ Creates and conducts supervisor / employee training on HR-related topics as needed.

+ Supports Talent Acquisition, as needed, by participating in interviews.

+ Lead and/or participates in HR projects and initiatives as assigned (researching, developing timelines, creating work standards, implementation of programs and policies, etc.).

+ Support and assist with policies and procedures creation and/or updates. May complete annual review of various assigned policies for relevance and appropriateness.

+ Assist hiring managers with the creation and updates of job descriptions.

+ Support administration of organizational surveys (organizational health, employee engagement, etc.).

+ Attend all required meetings, safety, leadership, team, etc.

HRBP II (Field):

+ Provide advice to management regarding adherence/compliance to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues.

+ Apply expert knowledge of the GPUD’s business operations, functions and services when providing guidance, advice, interpretation and counsel to management and others regarding applicable human resource rules, regulations, policies and procedures in areas such as classification, compensation, performance management, equal employment opportunity, reasonable accommodation, organizational development, and human resource information

+ Articulate alignment of human resource strategies with organization-wide strategic goals and values; consult with and advise senior management on potential areas of organizational risk and non-compliance; offers and recommends solutions; informs leadership of new opportunities to align human resource strategies with organizational strategies.

+ Provide expert level HR management support and consultation by serving as the first point of HR contact. This may include one of the following: benefits, compensation, talent development, policy compliance, leave and reasonable accommodation administration (ADA), talent acquisition, labor relations, and payroll.

+ Process requests for reasonable accommodation for disability and/or religious bases; actively consults with employee and management; determines barriers to performing essential functions and identifies potential accommodation solutions.

+ Serve as a liaison between the HR department and business units.

+ Analyze and solve employee relations issues, including conflicts and complaints.

+ Investigate and respond to complaints of harassment, sexual harassment, gender bias, failure to accommodate, retaliation, violence and/or discrimination of protected statuses in federal and state law based on race, creed, religion, color, national origin, families with children, sex, marital status, sexual orientation, age, military status or presence of disability; identifies potential violations of state and/or federal regulations; consults with management and makes recommendations; implements corrective actions in collaboration with management.

+ Document and log, all investigations, compensation consultations, employee relations opportunities, job descriptions being worked on.

+ Coach staff-level and front-line supervisory employees and management on HR issues.

+ Coach managers/supervisors on how to proactively address and resolve issues and by recommending training for managers, supervisors and team members where gaps exist.

+ Collaborate with management to develop and implement HR strategies.

+ Provide guidance on workforce planning, succession planning, recruitment, and talent development.

+ Assist in the performance management processes, including goal setting and evaluations.

+ Lead all interactive processes ensuring compliance with Americans with Disabilities Act (ADA) within business units assigned.

+ Gather and analyze HR data to identify trends and recommend solutions.

+ Create and conduct supervisor / employee training on HR-related topics as needed.

+ Partner with Labor Relations, as needed, on all labor relations issues.

+ Support Talent Acquisition, as needed, by participating in interviews.

+ Identify training needs and partners with Organizational Development/Education to link resources

+ Lead and/or participate in HR projects and initiatives as assigned (researching, developing timelines, creating work standards, implementation of programs and policies, etc.).

+ Support and assist with policies and procedures creation and/or updates. May complete annual review of various assigned policies for relevance and appropriateness.

+ Assist hiring managers with the creation and updates of job descriptions.

+ Support administration of organizational surveys (organizational health, employee engagement, etc.).

+ Attend all required meetings, safety, leadership, team, etc.

+ Lead and oversee the Loudermill process, ensuring compliance with legal and procedural requirements.

HRBP I Compensation & Classification:

+ Provide advice to management regarding adherence/compliance to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues.

+ Provides daily Compensation and Classification (C&C) guidance and support to the District.

+ Provide C&C support by serving as the first point of HR contact, attending leadership meetings, and providing C&C policy guidance. Identifies training needs and partners with Organizational Development/Education to link resources to assigned business units. Analyzes HR metrics, identifies trends and areas for opportunity, and assists leadership in developing action plans. Supports administration of organizational surveys (organizational health, employee engagement, etc.).

+ Partner with Labor Relations, as needed, on all labor relations issues.

+ Coach staff-level, front-line supervisory employees and management on HR issues.

+ Coach managers/supervisors on how to proactively address and resolve issues and by recommending training for managers, supervisors and team members where gaps exist.

+ Gather and analyze HR data to identify trends and recommend solutions.

+ Serve as a liaison between the HR department and business units.

+ Create and conduct supervisor / employee training on HR-related topics as needed.

+ Monitor the effectiveness of existing C&C trends and District objectives.

+ Provide advice to District staff on pay decisions, policy interpretations, and job evaluations.

+ Design creative solutions to specific compensation-related programs and incentive plans.

+ Develop techniques for compiling, preparing and presenting data.

+ Participate in salary surveys and monitors salary survey data to ensure District C&C objectives are achieved.

+ Recommends develop, support, and facilitate HR initiatives and strategies (researching, developing timelines, creating work standards, implementation of programs and policies, etc.).

+ Write and update policies and procedures. Completes annual review of assigned policies for relevance and appropriateness.

HRBP II Compensation & Classification:

+ Provide advice to management regarding adherence/compliance to applicable federal, state, and local laws, as well as Grant PUD policies and procedures; identifies innovative solutions and options to address complex human resource management issues.

+ Provide daily Compensation and Classification (C&C) guidance and support to the District.

+ Provide C&C support by serving as the first point of HR contact, attending leadership meetings, and providing C&C policy guidance. Identifies training needs and partners with Organizational Development/Education to link resources to assigned business units. Analyzes HR metrics, identifies trends and areas for opportunity, and assists leadership in developing action plans. Supports administration of organizational surveys (organizational health, employee engagement, etc.).

+ Manage the development, implementation and administration of C&C programs.

+ Monitors the effectiveness of existing C&C trends and District objectives.

+ Partner with Labor Relations, as needed, on all labor relations issues.

+ Coach staff-level, front-line supervisory employees and management on HR issues.

+ Coach managers/supervisors on how to proactively address and resolve issues and by recommending training for managers, supervisors and team members where gaps exist.

+ Gather and analyze HR data to identify trends and recommend solutions.

+ Serve as a liaison between the HR department and business units.

+ Create and conduct supervisor / employee training on HR-related topics as needed

+ Provide advice to District staff on pay decisions, policy interpretations, and job evaluations.

+ Design creative solutions to specific compensation-related programs and incentive plans.

+ Develop techniques for compiling, preparing and presenting data.

+ Manage the participation in salary surveys and monitors salary survey data to ensure District C&C objectives are achieved.

+ Recommends, develops, supports, and facilitates HR initiatives and strategies (researching, developing timelines, creating work standards, implementation of programs and policies, etc.).

+ Write and update policies and procedures. Completes annual review of assigned policies for relevance and appropriateness.

**Required Qualifications** (Education, Experience, Licenses & Certifications)

HRBP I:

+ Bachelor’s degree OR 2-years additional experience in lieu of degree.

+ 6 years of experience directly related to the duties and responsibilities specified.

+ Working knowledge of multiple human resource disciplines, including compensation practices, employee and labor relations, performance management, and federal and state employment laws in areas related to EEO, leaves of absence, ADA, Worker’s compensation, and wage and hour.

HRBP II:

+ Bachelor’s degree OR 2-years additional experience in lieu of degree.

+ 8 years of recent experience directly related to the duties and responsibilities specified.

+ Professional Certification in one of the following (or equivalent to): HR Certification Institute’s Professional in Human Resources or Senior Professional in Human Resources (PHR/SPHR), Society for Human Resource Management’s Certified Professional or Senior Certified Professional (SHRM-CP/SHRM-SPHR), Certified Compensation Professional (CCP), or Certified Employee Benefits Specialist (CEBS), or be able to obtain within 12 months of start date.

+ Working knowledge of multiple human resource disciplines, including compensation practices, employee and labor relations, performance management, and federal and state employment laws in areas related to EEO, leaves of absence, ADA, Worker’s compensation, and wage and hour

**Preferred Qualifications** (Education, Experience, Licenses & Certifications)

HRBP I:

+ Master’s degree in human resource management, Business Administration, or other related to Human Resource Management.

+ Professional Certification in one of the following: HR Certification Institute’s Professional in Human Resources or Senior Professional in Human Resources (PHR/SPHR), Society for Human Resource Management’s Certified Professional or Senior Certified Professional (SHRM-CP/SHRM-SPHR), Certified Compensation Professional (CCP), or Certified Employee Benefits Specialist (CEBS).

+ Previous experience with collective bargaining agreements.

HRBP II:

+ Master’s degree in human resource management, Business Administration, or other related to Human Resource Management.

+ Previous experience with collective bargaining agreements.

Other Knowledge, Skills & Abilities

+ Knowledge of federal and state employment laws and regulations, and public sector employment policies and procedures.

+ Knowledge of human resources administration principles and practices.

+ Knowledge of compensation administration principles and procedures.

+ Knowledge of FMLA and catastrophic leave policies, procedures, and practices.

+ Knowledge of ADA, FLSA, and other employment legislation and regulations.

+ Knowledge of recruitment practices and procedures.

+ Knowledge of labor relations principles and collective bargaining agreements.

+ Excellent verbal and written communication skills.

+ Excellent interpersonal and customer service skills

+ Excellent organizational skills and attention to detail.

+ Excellent time management skills with a proven ability to meet deadlines.

+ Strong critical thinking skills: ability to synthesize and interpret complex issues and to create integrated solutions and recommendations.

+ Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

+ Ability to analyze complex data, define and solve problems.

+ Ability to perform research and prepare reports and summaries based on research data.

+ Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues.

+ Ability to acquire a thorough understanding of the District’s hierarchy, jobs, qualifications, compensation practices, and administrative practices related to those factors.

+ Proficient with Microsoft Office Suite or other related software.

Physical Requirements

+ Position may be eligible for hybrid work arrangement: ☒Yes ☐No

+ Majority of work is performed in a standard office setting.

+ Will perform work onsite at the locations of the assigned Business Units

+ Typical shift of employees in this position: ☒8 hours ☐9 hours ☒10 hours ☐12 hours

Equal Opportunity Employer

This employer is required to notify all applicants of their rights pursuant to federal employment laws.

For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.