COMPANY SUMMARY
As a combined organization, Franklin Energy and AM Conservation Group is undertaking what is perhaps the central challenge of our times – to help drive the transition to net-zero carbon economies while ensuring that no working families, businesses, or local communities are left behind. To do that, we are the utility industry’s top provider of turn-key energy efficiency and grid optimization programs and products, all of which contribute to reducing carbon and waste and, at the same time, free-up resources for creating more innovation investment and jobs. With over 26 years in business, we have more than 1,300 experts across the United States, with warehouses on both coasts. The organization’s integrated in-house services provide deep personalization and insights, helping energy partners achieve their carbon-reduction and energy productivity goals.
We believe the organization’s most “precious resources” are its people. We pledge a relentless pursuit to embody a culture that acknowledges, recognizes, and infinitely seeks to understand the unique differences of its people. We are committed to creating employee experiences that continually attract and embrace a multiracial, multicultural, and multigenerational workforce that promotes outstanding performance and mirrors our diverse partnerships, clients and communities we serve.
POSITION SUMMARY
The Human Resources Business Partner (HRBP) is primarily responsible for aligning HR initiatives and functions with business objectives and needs. The position formulates partnerships across the HR function to deliver value-added service to leadership and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the functional area’s financial position, its midrange plans, and its culture. This role aligns with company Executives and is focused on providing strategic support in the areas of talent acquisition, workforce planning, succession planning, and more. The individual in this role is expected to stay current on HR trends, laws or regulations to apply to the company’s HR strategy.
ESSENTIAL DUTIES AND RESPONSIBILITIES
This listofduties and responsibilitiesis notall-inclusive and maybe expanded to include otherdutiesand responsibilities,as managementmay deemnecessary fromtime to time.
Serve as a leader within the organization providing high level oversight and accountability to our purpose, culture, and ethical beliefsCollaborate and interact with Executive Team members, leaders, and employees across assigned functional area(s)Facilitate regular meetings with senior leaders and/or Executive Team members to discuss talent strategy and initiativesProvide support and counsel for leaders related to P&L, workforce planning, OKR development and attainment, and utilizationSupport managers in ongoing resource management effortsWork closely with and provide coaching and mentorship to other HR team membersProvide guidance and direction to Recruiter(s), ensuring alignment on priorities
- Conduct recurring meetings with senior leadership in respective functional area(s)
- Consult with functional area leadership, providing HR guidance when appropriate
Lead and/or participate in functional area and/or HR projects, including but not limited to leadership and employee development, organization structure and strategy, succession and talent planning, performance management, compensation, associate engagement and inclusion analysis and action planning, and establishing and maintaining programs and communications that promote and support an engaging and inclusive work environmentProvide strategic support to senior leaders for restructuring initiativesDevelop and maintain job descriptions with leadershipAnalyze trends and metrics in partnership with other HR team members to develop solutions, programs and policiesConduct talent reviews and contribute to engagement plansMaintain in-depth knowledge of legal requirements related to day-to-day management of
employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
Provide performance management guidance as needed to senior leaders (e.g., coaching, counseling, career development, disciplinary actionsIdentify training needs for business units and individual executive coaching needsParticipate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.Represent the organization at various events
POSITION REQUIREMENTS
EducationandExperience
Bachelor’s degree or equivalent experienceMinimum 7 years’ experience in human resources, professional development, and training, or employee relations requiredWorking 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.
Required Skills,KnowledgeandAbilities
Excellent verbal and written communication
- Excellent interpersonal and customer service
Excellent organizational skills and attention to detailAbility to develop trusting relationships with relevant stakeholdersAbility to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policiesAbility to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factorsExcellent time management skills with a proven ability to meet deadlinesStrong analytical and problem-solving skillsProficient with Microsoft Office Suite or related softwareMust be able to handle a wide work variety and work in a fast-paced environmentMust be a detail-oriented, organized, self-starter, and have an ability to prioritize workloadCommitted to diversity and inclusionReliable transportation
License and Certifications
- SHRM-CP, SHRM-SCP, PHR- Preferred
TravelRequirements
Willingness to travel up to 50%
Note:Reasonableaccommodationsmaybemadeforindividualswithdisabilitiestoperformtheessentialfunctionsofthisposition.
The above information describes the general duties and requirements necessary to perform the principle functions of the position. This shall not be construed as a detailed description of all the duties and requirements that may be necessary in this position.
An Equal Opportunity Employer
Franklin Energy implements the use of dash cams inside their fleet of leased vehicles because the Company believes video surveillance devices (Dash Cams) promote the safety of employees as well as security within the company vehicles. The Company will not use video surveillance (Dash Cams) for any unlawful purpose including monitoring employees or giving the impression of monitoring. Our Dash Cam Policy applies to all employees of the Company and temporary agency employees, regardless of whether an employee or temporary agency employee may be driving or riding in Company Vehicles. The primary use of Dash Cams is to assist in the protection and safety of employees and property, prevention, and detection of criminal offenses such as vehicle vandalism and break-ins and staged-accident fraud, defense of legal claims, driver exoneration, and driver training and improvement.
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