HR Business Partner
Veolia group aims to be the benchmark company for ecological transformation. With nearly 179,000 employees worldwide, the Group designs and provides game-changing solutions that are both useful and practical for water, waste and energy management. Through its three complementary business activities, Veolia helps to develop access to resources, preserve available resources, and replenish them. In 2020, the Veolia group supplied 95 million people with drinking water and 62 million people with wastewater service, produced nearly 43 million megawatt hours of energy and treated 47 million metric tons of waste. Job Description The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in the region. The position will serve as a member of the regional leadership team. The position serves as a business partner to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs; and communicates proactively with the Corporate HR department and business management. The HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its medium term plans, its culture and its competition. Nature & Scope-Principal Areas of
Responsibilities:
Provide consultancy services to management in all areas of HR. Advise and counsel employees on HR policies, procedures and practices. Ensure compliance with all Company policies, consistent with Company objectives and government regulations Coordinate with Compensation and Talent Acquisition & Development teams in the development and review of job descriptions, posting of new positions and coordination of interviews with the goal of building a pipeline of talent. Coach the hiring managers and other interviewers, resulting in the lowest possible turnover and the highest levels of new hire quality and talent. Liaise with local Administrative support in the day-to-day overall coordination of HR regional services and communication. Coordinate all leaves of absences (LOA), liaise with employees and manage employee returns following all company policies and practices. Lead accommodations review in coordination with EHS Manager. Provide guidance to employees for benefit related issues. Liaise with the benefits department and participate in benefit related discussions and decisions affecting the business, as directed by the VP of HR. Participate and facilitate the annual open enrollment programs and handles benefits inquiries for Projects. Administer certification awards and performance incentive programs to ensure eligible employees receive their awards and that the awards are processed in a timely fashion. Handle employee and labor relations issues including investigations, grievances and complaints in accordance with company investigation practices and progressive discipline policy. Work with managers and employees for resolution and/or disciplinary action as appropriate, ensuring legal and state compliance. Actively participate and assist Director of Labor Relations with contract negotiations. Administration of compensation programs including STIP (Short Term Incentive Program) and salary adjustment programs (i.e. position in range adjustments). Manage the Performance Development Review (PDR) and Employee Development Review (EDR) Process for the region. Work with Regional VP/GM and department managers in coordination with Dir of HR to develop succession and development plans for key talent. Provide coaching and development to employees and managers, including feedback sessions and performance improvement plans. Assist with department and/or project re-organization to align with Company objectives. Provide guidance and oversight of new hire process; assist managers with onboarding of new hires. Coordinate with HR Employee Service Center on new hire orientation process. Recommend changes to HR related policies according to knowledge of company objectives, government regulations, and labor contract terms. Ensure compliance with all Federal, State, Local and internal policies, procedures and communication. Responsible for the review, update, and communication of all State policies to management and non-exempt staff, if applicable. Perform all labor compliance duties associated with public works prevailing wage; prepare fringe benefit reports, update prevailing wage rates and fringe for various trades in accordance with state and/or federal regulations. Work closely with EH&S Managers on safety issues and participate in special training initiatives. Partner in investigations and/or coordination of Workers Compensation claims to ensure all company policies and state agency regulations are followed accordingly. Work closely with The Legal Dept. on any employment related immigration, EEOC, DOL, employee ligation or union matter. Participate and coordinate the design and delivery of HR training programs; assist in the selection of participants for programs. Conduct/facilitate training. Conduct training needs assessments. Participate in client/community meetings where necessary and relevant o Design and deliver programs to assist the corporate social responsibility efforts of the Projects. Pro-actively communicate new programs, events and timelines to staff. Participate in due diligence, reviews and assessment of new contracts and business opportunities Complete special projects and periodic reports as assigned by Director or VP of HR Qualifications Core Requirements Undergraduate degree in related field preferred or equivalent work experience. Masters a plus SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential A plus Minimum of 5 to 7 years' experience resolving employee relations issues Solid understanding of state employment laws Prevailing wages/Davis-Bacon experience preferred Working knowledge of multiple human resource disciplines, including compensation practices, organizational design, employee and union relations, diversity, performance management, and federal and state respective employment laws. Special Skills/Abilities Needed:
Ability to understand and support the organizations business model Excellent verbal & written communication skills. Excellent administration, organizational, presentation, negotiation and implementation skills required. Must be highly confidential Must have ability to prioritize work, work independently, meet deadlines, manage multiple projects and multitask while delivering high quality results. Ability effectively perform under pressure Knowledge of and compliance with all federal, state and local legal requirements of labor regulations policies and procedures related to HR Ability to interact with a diverse group of employees, executives, clients and vendors in a courteous, diplomatic and professional manner. Ability to research information and analyze data, arrive at valid conclusions and make recommendations and plan of action Ability to provide consultation services and influence all levels of staff. Demonstrated ethical behaviors and high level of integrity and ability to work effectively in a team environment HR Expertise and practical knowledge. #SVNA #SPO Additional Information All your information will be kept confidential according to EEO guidelines.
Salary Range:
$80K -- $100K
Minimum Qualification
HR Generalists & Business PartnersEstimated Salary: $20 to $28 per hour based on qualifications.
Responsibilities:
Provide consultancy services to management in all areas of HR. Advise and counsel employees on HR policies, procedures and practices. Ensure compliance with all Company policies, consistent with Company objectives and government regulations Coordinate with Compensation and Talent Acquisition & Development teams in the development and review of job descriptions, posting of new positions and coordination of interviews with the goal of building a pipeline of talent. Coach the hiring managers and other interviewers, resulting in the lowest possible turnover and the highest levels of new hire quality and talent. Liaise with local Administrative support in the day-to-day overall coordination of HR regional services and communication. Coordinate all leaves of absences (LOA), liaise with employees and manage employee returns following all company policies and practices. Lead accommodations review in coordination with EHS Manager. Provide guidance to employees for benefit related issues. Liaise with the benefits department and participate in benefit related discussions and decisions affecting the business, as directed by the VP of HR. Participate and facilitate the annual open enrollment programs and handles benefits inquiries for Projects. Administer certification awards and performance incentive programs to ensure eligible employees receive their awards and that the awards are processed in a timely fashion. Handle employee and labor relations issues including investigations, grievances and complaints in accordance with company investigation practices and progressive discipline policy. Work with managers and employees for resolution and/or disciplinary action as appropriate, ensuring legal and state compliance. Actively participate and assist Director of Labor Relations with contract negotiations. Administration of compensation programs including STIP (Short Term Incentive Program) and salary adjustment programs (i.e. position in range adjustments). Manage the Performance Development Review (PDR) and Employee Development Review (EDR) Process for the region. Work with Regional VP/GM and department managers in coordination with Dir of HR to develop succession and development plans for key talent. Provide coaching and development to employees and managers, including feedback sessions and performance improvement plans. Assist with department and/or project re-organization to align with Company objectives. Provide guidance and oversight of new hire process; assist managers with onboarding of new hires. Coordinate with HR Employee Service Center on new hire orientation process. Recommend changes to HR related policies according to knowledge of company objectives, government regulations, and labor contract terms. Ensure compliance with all Federal, State, Local and internal policies, procedures and communication. Responsible for the review, update, and communication of all State policies to management and non-exempt staff, if applicable. Perform all labor compliance duties associated with public works prevailing wage; prepare fringe benefit reports, update prevailing wage rates and fringe for various trades in accordance with state and/or federal regulations. Work closely with EH&S Managers on safety issues and participate in special training initiatives. Partner in investigations and/or coordination of Workers Compensation claims to ensure all company policies and state agency regulations are followed accordingly. Work closely with The Legal Dept. on any employment related immigration, EEOC, DOL, employee ligation or union matter. Participate and coordinate the design and delivery of HR training programs; assist in the selection of participants for programs. Conduct/facilitate training. Conduct training needs assessments. Participate in client/community meetings where necessary and relevant o Design and deliver programs to assist the corporate social responsibility efforts of the Projects. Pro-actively communicate new programs, events and timelines to staff. Participate in due diligence, reviews and assessment of new contracts and business opportunities Complete special projects and periodic reports as assigned by Director or VP of HR Qualifications Core Requirements Undergraduate degree in related field preferred or equivalent work experience. Masters a plus SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential A plus Minimum of 5 to 7 years' experience resolving employee relations issues Solid understanding of state employment laws Prevailing wages/Davis-Bacon experience preferred Working knowledge of multiple human resource disciplines, including compensation practices, organizational design, employee and union relations, diversity, performance management, and federal and state respective employment laws. Special Skills/Abilities Needed:
Ability to understand and support the organizations business model Excellent verbal & written communication skills. Excellent administration, organizational, presentation, negotiation and implementation skills required. Must be highly confidential Must have ability to prioritize work, work independently, meet deadlines, manage multiple projects and multitask while delivering high quality results. Ability effectively perform under pressure Knowledge of and compliance with all federal, state and local legal requirements of labor regulations policies and procedures related to HR Ability to interact with a diverse group of employees, executives, clients and vendors in a courteous, diplomatic and professional manner. Ability to research information and analyze data, arrive at valid conclusions and make recommendations and plan of action Ability to provide consultation services and influence all levels of staff. Demonstrated ethical behaviors and high level of integrity and ability to work effectively in a team environment HR Expertise and practical knowledge. #SVNA #SPO Additional Information All your information will be kept confidential according to EEO guidelines.
Salary Range:
$80K -- $100K
Minimum Qualification
HR Generalists & Business PartnersEstimated Salary: $20 to $28 per hour based on qualifications.
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