Sr. Human Resource Business Partner

Company Description

About Veolia North America

A subsidiary of Veolia Group, Veolia North America (VNA) offers a full spectrum of water, waste and energy management services, including water, and wastewater treatment, commercial and hazardous waste collection and disposal, energy consulting and resource recovery. VNA helps commercial, industrial, healthcare, higher education, and municipality customers throughout North America. Headquartered in Boston, Mass., Veolia North America has approximately 10,000 employees working at more than 350 locations across the continent. Please visit our website www.veolianorthamerica.com.

Job Description

Benefits:

Veolia's comprehensive benefits package includes paid time off policies, as well as health, dental, and vision insurance. In addition, employees are also entitled to participate in an employer-sponsored 401(k) plan, to save for retirement.  Pay and benefits for employees represented by a union are outlined in their collective bargaining agreement.   

Position Purpose: 

The Sr. Human Resource Business Partner is responsible for the overall management of the human resource processes and practices for an assigned branch or branches, providing counsel on procedure and policy interpretation, talent and performance management, retention strategies, and employee relations issues. He/she operates with enough independence to ensure objectivity and fairness for employees. This position will advise location leadership in all administrative processes and procedures and coordinate activities with the Labor Relations, HR team, and the Director of HR. This position will be an integral role in aligning the people and culture to support our business goals and objectives for increased growth and profitability.

Essential Functions:

• Employee Relations: Provides effective coaching, counseling, and advice throughout the site; proactively identifies problems and solutions, assesses and analyzes trends and develops recommendations; assists managers and supervisors in conflict resolution.
• Labor Relations: Provides ongoing support and oversight of complex labor relations activity, including due diligence, collective bargaining agreement (CBA) negotiations, grievance and arbitration resolution, and union organizing efforts.
• Employee Communication and Engagement: Integrates ongoing business knowledge with required HR support to meet business and company goals; participates and visits site/customer locations; assists in communicating business priorities and objectives throughout the company; assesses and measures employee engagement and identifies opportunities for improvement.
• Identifies goals and priorities for the organization, and translates those priorities into the development and implementation of HR-related solutions that drive the business priorities.
• Supports the development and maintenance of an integrated talent acquisition strategy within the site to ensure robust staffing and onboarding including coordinating with talent acquisition staff on engaging the local community as well as recruiting talent from outside the local geography to this location.
• Collaborates in the building and maintaining of effective linkages across the HR pillars (COE, Services, and other HRBPs) to ensure the design and delivery of HR solutions across the branch with the appropriate level of consistency.
• Aligns HR systems and processes including compensation, staffing, learning and development, performance management, etc. with business needs and implements HR solutions as appropriate.
• Drives difficult change in a highly matrixed and complex global organization using excellent knowledge in change management, organizational design, talent, performance management, and strategic and operational planning.
• Provides support to the branch using strong business and financial acumen with the ability to contribute to the business strategy, budgeting process, community engagement, and the ramping up of operational plans.
• Coaches leaders, builds relationships, and leverages resources within the function and across the organization to advance business strategy.

Qualifications

Education / Experience / Background: 

• A bachelor’s in Organizational Development, Human Resource Management, or a related field is required. A master’s level degree is preferred
• Current certification PHR or SHRM-CP is preferred
• At least ten (10) years of demonstrated experience in an HR business partnering role with at least five (5) of those working in a complex unionized plant environment. 
• Proven leadership experience managing and developing other HR professionals.

Knowledge / Skills / Abilities: 

• Strong problem-solving, facilitation, and analytical skills
• Excellent written, oral communication, and presentation skills with the ability to influence all levels of the organization; effectively gain agreement/consensus for ideas
• Possesses a high level of detail orientation with a focus on quality and accuracy
• Advanced skills with Google Workspace. Success Factor HRIS experience a plus
• Ability to apply both a strategic and "hands-on" leadership orientation
• Demonstrated ability to collaborate with business leaders to develop, implement, and monitor HR programs that enable the achievement of business goals.
• Demonstrated ability to take risks, make independent decisions, and evaluate people
• Ability to be on-site at least four (4) days a week

Additional Information

We are an Equal Opportunity Employer! All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

Disclaimer: The salary, other compensation, and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, subject to applicable law.