HR Business Partner presso NAES

At NAES, you’ll find engaging and challenging career opportunities in the power generation, renewable energy and industrial construction industry. At every level of the company, we share a common goal: To instill confidence in our clients through our steadfast commitment to safety, integrity and quality of work.

NAES is the largest independent operator of power facilities in the industry, operating more than 190 power plants throughout the United States, Canada, Mexico and the UK that span all technologies and provide over 50 GW of capacity. With the strength of 4000 people, our growing family of companies now addresses the entire life cycle of power generation and other industrial plants.

As the largest independent operator of power facilities in the industry, we’ve come to be viewed as an employer of choice. We strive to attract and retain employees by offering competitive compensation, a comprehensive benefits package (including retirement) and promotional opportunities.

Summary

The Strategic HR Business Partner (HRBP) serves as a trusted advisor to business leaders within a rapidly evolving business unit. This role drives organizational effectiveness through proactive workforce planning, leadership development, employee engagement, and HR strategy alignment. The HRBP partners closely with management and employees to foster a culture of agility and continuous improvement — ensuring the business unit remains competitive, compliant, and high-performing during growth and transformation. The ability to build and maintain positive relationships in person and remotely is key to success in this role.The HR Business Partner will partner across the HR function to deliver best-in-class customer service to leaders and employees. This role requires an effective level of business knowledge, strategy, and culture.

Primary Duties

Strategic Partnership & Organizational Development

• Collaborate with leadership to design and execute people strategies that align with business goals and future growth.
• Drive organizational design, talent planning, and change management initiatives to enhance agility and scalability.
• Project manage the ramp up and ramp down of business unit projects in the U.S. and Europe.
• Facilitate leadership coaching, team effectiveness, and culture-building efforts across departments.

Talent Management & Staffing

• Partner with the business to forecast staffing needs and work with internal/external partners to execute staffing plan
• Lead workforce planning initiatives to anticipate capability gaps and succession risks.
• Support onboarding programs to accelerate new hire productivity and engagement.

Immigration & Global Mobility

• Collaborate with HR Director, legal and external immigration partners to ensure compliance and timely execution of all mobility processes.
• Manage immigration processes for international talent, including visas, work permits, and cross-border assignments.
• Ensure compliance with employment laws and immigration regulations across relevant jurisdictions.

• Provide support to employees and managers navigating relocation or visa-related questions.

HR Operations & Analytics

• Use data-driven insights to inform decision-making on turnover, engagement, and workforce metrics.
• Partner with HR Centers of Excellence (COEs) to streamline HR processes and deliver to the business.
• Champion continuous improvement in HR systems, tools, and practices.

Employee Relations

• Manage the effective implementation of HR initiatives, policies, and procedures to include compliance, employee relations, employee onboarding and exiting, performance management, training, organization development, compensation and benefits.
• Respond to HR issues and inquiries regarding matters such as employment law and compliance, providing conflict resolution services and communicating HR programs and policies; manage and plan the tactical implementation of HR programs.

HR Administration

• Process actions related to onboarding of new employees, status changes for existing employees, and employment terminations.
• Conduct new employee/transitioned employee orientations to ensure employees gain understanding of benefits plans and enrollment provisions.
• Prepare reports and conduct basic analysis to provide metrics, status, in order to influence decisions.

Education and Experience

• Seven (7) or more years of HR experience, with at least three (3) years as an HR Business Partner, resolving complex employee relations issues.
• Bachelor's Degree in Human Resources, or related field.
• Master’s Degree, in lieu of 2-3 years, of experience is acceptable.
• PHR or CPHR certification strongly preferred.
• HR experience in an fast paced environment, with multiple site locations.
• Experience working in a corporate environment, as well as supporting employees in remote locations throughout the United States and Europe, highly preferred.

Compensation 

The initial compensation range is $94,400 - $109,000.

Specific Skills and Knowledge

• Excellent communication skills, in both verbal and written forms.
• Proven ability to excel in a fast-paced, dynamic organization.
• Proven ability to prioritize, execute strategic plans, and meet target dates.
• Demonstrated experience in successfully working with all levels of the organization, including Leadership.
• Strong leadership qualities, including critical thinking and influencing all levels of the organization.
• Ability to create and deliver presentations, both in person and virtually.
• Practical knowledge of all functional disciplines of HR Management (Employee Relations, Performance Management, Compensation, Benefits, Talent Acquisition/Retention, Organizational Development, HR Laws, etc.).
• Strong commitment to Employee Development, Training, Team Building, and Engagement.

Physical Requirements and Working Conditions

Prolonged periods of sitting at a desk and working on a computer. Normal working hours are 8:00 a.m. to 5:00 p.m. Monday through Friday. Some travel may be required to meet client or project requirements.

Fit for Duty

All employees will participate in the Fitness for Duty Program. This program includes a post-offer physical examination and drug screening and post-employment random drug screening. There are extensive smoking restrictions in and around the facility.

Performance

All employees have the responsibility to both the customer and their co-workers to do the job right the first time, and to ensure the customer’s needs are being met.

NAES Safe

Safety is a core value of NAES; and as a condition of employment, all employees are expected to be mentally alert and work safely at all times.  Additionally, employees are required to adhere to all safety warnings and posted safety signs, whenever on company property.  Furthermore, employees must follow all NAES safety rules and procedures.  Effectiveness in carrying out this responsibility is part of the evaluation of each and every employee’s performance.

NAES is committed to a diverse and inclusive workplace. It is the practice of NAES to seek employees of the highest quality and to select individuals on the basis of merit and competence, without regard to race, color, religion, national origin, gender, gender identity, sexual orientation, age, disability, military status or affiliation protected under USERRA, or any other basis of discrimination prohibited by applicable local, state and federal law.