Pattern Energy is a leading renewable energy company that develops, constructs, owns, and operates high-quality wind and solar generation, transmission, and energy storage facilities. Our mission is to transition the world to renewable energy through the sustainable development and responsible operation of facilities with respect for the environment, communities, and cultures where we have a presence.

Our approach begins and ends with establishing trust, accountability, and transparency. Our company values of creative spirit, pride of ownership, follow-through, and a team-first attitude drive us to pursue our mission every day. Our culture supports our values by fostering innovative and critical thinking and a deep belief in living up to our promises.

Headquartered in the United States, Pattern has a global portfolio of more than 30 power facilities and transmission assets, serving various customers that provide low-cost clean energy to millions of consumers.

JOB PURPOSE

The Director, HR Business Partners will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the HR business partner department, ensuring legal compliance and implementation of the organizations mission and talent strategy.

This role leads a team of HR Business Partners who provide HR support to respective client groups. The position serves as a consultant and trusted advisor to leadership and management on HR related issues, as well as acts as an employee champion and change agent. The role assesses and anticipates HR related needs and responds proactively; formulates partnerships across the organization to deliver value added service that reflects business objectives; drives HR initiatives and departmental growth and objectives

Duties and Key Accountabilities

• Strategic Planning & Business Alignment build and drive strategic human resources initiatives in alignment to organizational goals and KPIs. Develop and implement methods and programs to achieve measurable improvements in employee engagement and business performance. Demonmstrate ROI through data metrics to ensure efficiency and effectiveness of programs. Advise on organizational design/workforce planning by partnering with human resources Partners and management on restructuring, promotions, compensation, internal movements, and succession planning to promote the development of effective teams and departmental growth. Lead business groups through change management. Provide overviews and updates to executive team.

• HR Programs - Strategic planning, development and project management/execution of HR programs. Align programs (new and existing) to KPIs, organizational needs and mission, and engagement initaitives. Full cycle project management to ensure program success. Analyze trends and metrics in partnership with HR group to develop and enhance solutions, programs and processes that address current problems and avoid future ones. Comprehensive knowledge of other functional area programs; Partner and collaborate with other HR SMEs to ensure that the programs in place are effective and efficient for assigned business groups.

• Employee Engagement - Lead collaboration with leadership and HR group to foster a work environment that keeps employee engagement as a mission-critical focus. Manage employee feedback programs and action planning through various methods, including developing and creating surveys/analyzing and reporting on feedback, leading the company Employee Engagement Task Force, and leading HR round tables with HR SMEs. Present recommendations for company KPIs to leadership.

• Employee Relations & Performance Management Manage and resolve high level or complex employee relation issues in partnership with leadership and legal counsel. Pinpoint skill gaps and develop training programs to support people development. Support HRBPs in performance management guidance through coaching, counseling, career development, resource sharing and disciplinary action as a trusted advisor and partner. Support designated client group as HRBP.

• Compliance - Serve as business consultant in employment law areas, in order to mitigate risk and ensure best practices are maintaint. Maintain in-depth knowledge of legal requirements and regulatory compliance. Make policy changes as needed to ensure compliance. Provide guidance to leadership and client groups in compliance with employment law and company mission, vision and values. Provide training to leadership and management on relevant compliance and employment law topics. Oversee BPs movement on immigration case management, make process improvements and manage vendor relationships

• Team Leadership manage team of direct report HRBPs. Delegate work and esnure team has resoruces and support needed in order to successfully partner with client groups. Drive strategic plan within SME team while maintaining open communication and feedback loops. Monitor employee performance and professional development.

• Manage HR M&A activities including leading due dilligence, post-merger integration planning and project management, and HR support and alignment. Serve as point of contact for M&A executive leadership and internal leadership teams during transitions.

• Collaboration/Communication Serve as HR Generalist SME, provides coverage and support for other management level staff within the division. Provides institutional knowledge of understanding of processes, systems, details, standards, and general information, minimizing downtime and aids in business success. Actively participate in leadership and team meetings and provide solutions for both business group and company-wide challenges. Partner with SMEs to drive employee enagement and HR programs.

Experience/Qualifications/Education Required

• A Bachelors degree from an accredited institution, a degree in a business administration or Human Resources related area is preferred.
• 10 years of progressive human resources management experience in a broad range of HR disciplines, including employee engagement, employee relations, benefits, compensation, compliance and professional development.
• 5 years of managerial experience
• 5 years of project management experience
• A Master's Degree and accredited certifications are a plus.

Additional Requirements

• The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.
• A Hands-on approach, as well as the ability to successfully monitor the "pulse" of the employee population to ensure a high level of employee engagement.
• Excellent oral and written communication and interpersonal skills.
• Ability to work with employees, managers and vendors at all levels;
• High degree of emotional intelligence.
• Strong conflict resolution skills.
• Understands the importance and integrity of maintaining confidential candidate and employee information.
• Exercises good judgement and discretion, at all times.
• Exhibits a detail orientation, as well as excellent organization skills.
• Ability to manage multiple competing deadlines and follow up with a sense of urgency to resolve issues and/or questions.
• Ability to successfully lead, follow, and manage (up and/or down).
• Demonstrated ability to manage evolving workload and prioritize client needs
• Proven ability to deliver results in a timely manner.
• Ability to build and maintain strong relationships.
• Works equally as well independently and as part of a team, understands team dynamics, contributes to building a positive team environment and supports the teams efforts to succeed.
• Must be customer service oriented, flexible, and solutions focused.

Technical Skills

• Proficiency in Microsoft Word, Excel and Outlook; Excellent internet research skills.
• Prior experience with application tracking systems, onboarding, HRIS, and performance management software/platforms preferred.
• Basic aptitude in arithmetic, and ability to present numerical data effectively when needed.

The expected starting pay range for this role is $137,000 - $186,000 USD. This range is an estimate and base pay may be above or below the ranges based on several factors including but not limited to location, work experience, certifications, and education. In addition to base pay, Patterns compensation program includes a bonus structure for full-time employees of all levels. We also provide a comprehensive benefits package which includes medical, dental, vision, short and long-term disability, life insurance, voluntary benefits, family care benefits, employee assistance program, paid time off and bonding leave, paid holidays, 401(k)/RRSP retirement savings plan with employer contribution, and employee referral bonuses.

Pattern Energy Group is an equal opportunity employer.

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