HR Business Partner, I, II, Senior

UNS Energy Corporation, headquartered in Tucson, Arizona, is a subsidiary of Fortis Inc., the largest investor-owned electric and gas distribution utility in Canada. Our public utility subsidiaries, Tucson Electric Power Company, UNS Electric, Inc. and UNS Gas, Inc., power our economy by providing electric and gas service to nearly 700,000 customers in Arizona.

We embrace a spirit of giving, dedicated to improving quality of life in the communities we have served for generations, and in TEP's case, since the 1890s. We're building a cleaner, greener grid, with more wind and solar power than ever before, while maintaining safe, reliable, and affordable service.

Our culture is rooted in shared core values that define how we work and who we are. Our team of innovative professionals bring their authentic selves to work each day to power our vision and make a difference.

We create opportunities for employees to thrive through:

• Continual growth: In an industry changing faster than ever before, our commitment to professional growth and leadership development means we never stop challenging ourselves to explore new possibilities.
• Active Engagement: We support a collaborative environment, with peer-to-peer learning and employee-driven groups that foster an inclusive culture.
• Total compensation: UNS Energy Corporation also offers a competitive compensation and benefits package that includes a 401k plan with a generous company match and additional non-discretionary employer contribution for eligible employees, affordable individual and family health insurance plans, tuition assistance, life insurance, long-term disability insurance and much more.

Hear from some of our employees, here and here.

POSITION OVERVIEW
The HR Business Partner (HRBP) is responsible for delivering HR strategy and service in alignment with business objectives for assigned business areas. Using a deep understanding of business operations and organizational culture, acts as a strategic partner and trusted advisor to the business. Services include designing, delivering and executing talent solutions; providing HR coaching and advisory; leading change initiatives; facilitating resolutions; and responding quickly to address employee & labor relations issues and urgent workforce situations. Partners with HR Centers of Expertise (COE) and HR Solutions Center (HRSC) to deliver both enterprise and customized HR solutions to the business with special focus on designing the employee experience to drive engagement outcomes. As a member of the HRBP team, serves as the primary HR point of contact in assigned business areas.
POSITION-RELATED RESPONSIBILITIES

Strategic Partnership:

• Understands HR strategy and how it aligns with overall organizational strategy; actively aligns service delivery approach.
• Builds strong working relationships and credibility with employees, leaders and other HR team members through responsiveness, accuracy, positivity, and delivering on commitments, as well as, open communications, visibility and trust-building behaviors.
• Collects business requirements and conducts root cause analysis to understand the drivers of talent challenges.
• Analyzes trends and metrics to develop insights, inform talent solutions, and recommend actions/interventions that support business objectives for assigned business areas; identifies needs for reporting and dashboards that support the business.
• Leverages internal networks (e.g., HR COEs and Solution Center, Finance, IT, Communications, etc.) to design and implement integrated talent solutions that address business needs; may assist other HRBPs to design talent solutions for their assigned business areas.

Coaching & Consultation:

• Coaches leaders at all levels to assess needs and make effective decisions about the workforce, provide resources/information, and enable leaders to build effective people management skills; proactively coaches leaders to build skills and reduce future employee relations issues.
• Provides HR consultation on the interpretation and implementation of HR policies and procedures, employment legislation, performance management, and change management processes; escalates as needed and provides risk analysis/decision support when required.
• Uses survey data and knowledge of employee experience strategies to coach leaders in developing realistic goals and effective action plans to achieve desired engagement outcomes; contributes ideas for enhancing the employee experience at UNS/UES.
• Identifies total rewards issues that may be impacting employee engagement and retention, then shares insights with HRBP leadership; makes recommendations for promotions, equity reviews, and other employee moves that have compensation or benefits impacts (escalates and/or partners with the Total Rewards team as needed).

Process & Program Execution:

• With leadership direction, communicates and implements annual HR processes and corporate HR initiatives/projects in assigned business areas (e.g., succession planning, workforce planning, performance management, engagement survey, enterprise learning, benefits open enrollment, etc.)
• Identifies training, development, and leadership coaching needs for assigned business areas; escalates to HRBP leadership and makes recommendations, then delivers according to the approved approach (may include facilitating new hire orientation and/or local training for employees or leaders in assigned business areas).
• Supports organizational change initiatives, modeling effective change leadership practices.
• Contributes to organizational design and employee movement for assigned business areas as a trusted advisor and implementor.
• In partnership with the Benefits team, assists in administering FMLA and other leave programs by educating/coaching employees and leaders on program provisions; conducts an interactive process with employees to evaluate accommodation needs requested under the ADA and partners with Benefits and Occupational Health Services to guide compliance with legal requirements and satisfaction of business needs.
• Integrates DEIB (Diversity, Equity, Inclusion & Belonging) priorities into HR processes and practices to support a diverse, equitable and inclusive work environment (e.g., removing bias, AAP analysis and implementation, employee development, rewards, performance management, exits, etc.); educate and coach leaders on related behaviors.
• Peripherally supports the Talent Acquisition function by performing activities that must be done on site (e.g., pre-employment testing).

Employee & Labor Relations:

• Provides guidance to leaders and manages the process to address complex and confidential Employee Relations (ER) issues, including:
  • Managing conflict within the organization, including interpersonal conflicts, leading others through complex challenges, and fostering team building and connection.
  • Conducting effective and objective investigations.
  • Preparing memos and letters (termination, corrective action, letters of agreement).
  • Partnering with the Legal department.
  • Ensuring compliance with state and federal laws and regulations.
  • Coaching leaders and employees to ensure consistent and fair treatment.

  • Aligning with Company values.

• Participates in and/or supports strategy, negotiations, development of collective bargaining agreements, and HR relationships with unions at UNS properties, including:
  • Participating in and/or supporting HR efforts during the negotiation and contracting process.
  • Developing and maintaining working relationships with Union officials.
  • Partnering with business units to adhere to the terms of the collective bargaining agreement by monitoring day-to-day implementation of policies and practices concerning wages, hours and working conditions.
  • Coordinating Company efforts to comply with legal requirements or hearing proceedings regarding Labor Relations (may include preparing documents for negotiations, grievances and arbitrations, and arranging and/or participating in hearing proceedings.
• Leading or participating in the investigation and resolution of grievances and other labor relations issues, anticipating problems whenever possible, and developing/recommending/initiating appropriate steps for resolution, as directed.

Team Contribution & Collaboration:

• Partners with or requests assistance from the HR Solutions Center (HRSC) for transactional support services in alignment with their scope of responsibility.
• Initiates or responds to assigned escalated tickets from the HRSC according to service level agreement standards; prioritizes the employee experience and escalates as appropriate.
• Performs personal administrative tasks (e.g., travel arrangements, pro cards, expense reports), calendaring, vendor management, local administrative processes, and HRBP-assigned administrative responsibilities (e.g., system entries, specified data tracking & compilation, exit interviews not supported by HR Ops, etc.)
• Partners with or requests assistance from the HR Systems & Analytics team for HR systems support, data and reporting needs in alignment with their scope of responsibility.
• Participates as a member of the HRBP team and learning cohort by sharing beneficial HR practices and techniques, ensuring consistency in approach, and covering absences as necessary.
• Contributes to the design, development, documentation, and continuous improvement of HRBP and HR processes and procedures; adheres to approved processes and quality standards.
• Leads or assists with HR initiatives, programs/processes, and special projects, as assigned.
• Participates in HR technology/system design, testing, upgrade, and/or enhancement.
• Performs other duties as assigned.
• May provide services to affiliates of the Company subject to the UNS Energy Code of Conduct and the related Policies and Procedures.

HR Business Partner I:

• Performs minimally complex and confidential HR Business Partner functions as explained in the position-related responsibilities; may shadow, receive mentoring, or request guidance/approval from more senior HRBPs while developing in the role.
• Develops proficiency and skill in all HR Business Partner activities, coaching, consulting, learning facilitation, and HR processes.
• Supports interpretation and implementation of HR policies and procedures, employment legislation, performance management, and change management processes; escalates as needed and directs employees and leaders to the right resources.
• Supports data collection, compilation, tracking, and/or distribution of talent metrics and leader dashboards.
• Coordinates and supports the delivery of training and development activities for which HRBPs are responsible; may facilitate new hire orientation.
• Processes requests for promotions and employee moves according to standard processes.
• Follows standard HR processes and related organizational policies to complete assigned tasks.

HR Business Partner II:

• In addition to HR Business Partner I duties:
  • Performs moderately complex and confidential HR Business Partner functions as explained in the position-related responsibilities.
  • Develops knowledge of business areas and builds both relationships with business leaders and HR team members that deliver business impact and value.
  • Uses knowledge and experience to coach leaders and employees in assigned business areas, with emphasis on directing employees to the HRSC or their managers, as appropriate. Develops coaching skills and asks for assistance when needed.
  • Supports skill development of people managers to empower them to manage their teams effectively and rely less on HR for support that is typically provided by front-line leaders.
  • Supports organizational changes and employee movement by updating job descriptions (or guiding leaders in developing/revising job descriptions and job titles), partnering with Total Rewards to benchmark jobs and understand cost implications, guiding leaders on individual and team communication plans and implementation strategies, and/or carrying out aspects of the change management plan or participating as a change champion.
  • Monitors policies and practices to maintain compliance with employment laws and regulations.
  • Participates in Labor Relations activities, as directed.
  • May participate in report and dashboard design in partnership with the HR Systems & Analytics team.

Senior HR Business Partner:

• In addition to HR Business Partner I & II duties:
  • Performs highly complex and confidential HR Business Partner functions as explained in the position-related responsibilities.
  • Top-level individual contributor; leads several projects, programs, or issues at the same time and assists other departments on complex initiatives as a representative of HR Business Partner functions and requirements.
  • Develops deep knowledge of business areas and builds both horizontal and vertical relationships with business leaders and HR leaders that deliver business impact and value.
  • Provides change management support and consultation (e.g., assessing change impacts for different segments of the workforce, recommending strategies to support impacted groups or individuals through change, and identifying/engaging change champions).
  • Supports organizational changes and employee movement by performing activities outlined for the HRBP II, along with initial review and analysis of org design changes, sharing feedback with business and HR leaders, as appropriate.
  • Develops expert coaching and consultation skills to be known as a trusted advisor, with special focus within assigned business areas.
  • Participates in report and dashboard design in partnership with the HR Systems & Analytics team.
  • Maintains current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable employment and labor laws.
  • Participates on committees and special projects, and seeks additional responsibilities.

Knowledge, Skills & Abilities
(Equivalent combination of education and experience will be considered.)
Level I
Minimum Qualifications

• High school diploma or GED and at least 2 years related experience or equivalent combination of education and experience.
• Must possess considerable knowledge of the principles, methods, and procedures utilized in recruitment, assessment, selection, affirmative action, and employee counseling and conflict resolution.
• Demonstrated ability to communicate effectively with diverse groups across functional lines.
• Must have high level of interpersonal skills to handle sensitive and confidential situations. Position continually requires demonstrated poise, tact and diplomacy.

Preferred Qualifications

• Bachelor's degree, and 3-4 years related experience or equivalent combination of education and experience.
• Thorough knowledge of applicable federal and state employment laws and regulations, such as ERISA, EEO, FLSA, affirmative action, etc.
• Proficiency in use of personal computer applications, including spreadsheet, word processing, relational database, and presentation software.
• Ability to collect, compile, and analyze statistical information and data, and interpret and apply laws and policies.

Level II
Minimum Qualifications

• Minimum qualifications of Level I.
• 3-5 years previous human resources experience or equivalent combination of education and experience.
• Thorough knowledge of applicable federal and state employment laws and regulations, such as ERISA, EEO, ADA, FLSA, affirmative action, etc.
• Proficiency in use of personal computer applications, including spreadsheet, word processing, relational database, and presentation software.
• Ability to collect, compile, and analyze statistical information and data, and interpret and apply laws and policies.

Preferred Qualifications

• Preferred qualifications of Level I.
• Bachelor of Arts degree, and 4-7 years previous human resources experience or equivalent combination of education and experience.
• HRIS database knowledge and expertise in formatting functionality and working with IT support to improve system performance.

Senior
Minimum Qualifications

• Minimum qualifications of Level II.
• 5-7 years previous human resources experience or equivalent combination of education and experience.

Preferred Qualifications

• Preferred qualifications of Level II.
• Master's Degree, and 9 or more year's previous human resources experience with specific experience in employee relations, recruitment and selection, benefits administration, compensation or equivalent combination of education and experience.
  SHRM Certified Professional (PHR) or Senior professional.
  
  

Pay Rate: Salary determined based on candidates experience and qualifications.

All job offers are contingent on successful completion of a pre-employment drug screen and background check.

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