Manager, HR Business Partnership

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, 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.

Be Part of Our Story

We are looking for a Manager to join our Employee and Labor Relations team and be a part of an exciting transformational change within the HR Department.

What you will do

• Be a part of the leadership team organizing and leading the company through a transformational change in Human Resource programs.
• Partner with business leaders to develop HR strategies to cultivate a positive work environment.
• Provide leadership, mentoring, and support to the Employee & Labor Relations Business Partners.

What you bring

• Ability to lead HR transformation efforts from a traditional HR structure to a strategic business partner model.
• Strong working knowledge of employment functions, employee relations, and policies and procedures.
• Thorough knowledge of Human Resource Management Systems and their functions in HR processes.
• Strong understanding of employment law, including federal, state, and local regulations, to ensure compliance and protect the company and its employees.
• This position is located at our Irvington location in Tucson, AZ but requires travel to UNS Sites including downtown Tucson, Kingman, Lake Havasu City, Prescott, Flagstaff, Show Low, and Nogales. Travel is expected for a few days and up to week a time at least once a quarter.

*Full job description

POSITION OVERVIEW

The Manager, HR Business Partnership (HRBP) is responsible for oversight of HR service delivery within assigned business areas. Leads a team of HR business partners who deliver HR strategy & solutions, coaching & advisory services, change leadership, process & program execution, resolution facilitation, and expert employee & labor relations support. Acting as a business partner and trusted advisor, builds strong relationships with senior leaders to understand business needs and design custom solutions to address talent challenges (partnering with HR Centers of Expertise as needed). Contributes meaningfully to the design of the employee experience at UNS to drive engagement outcomes. Manages escalations to resolution. Partners with others across HR and within the business to ensure consistency, demonstrate organizational values, and contribute positively to the Human Resources department brand. Leads HR projects and programs as assigned. Serves as the primary HR point of contact to leaders in assigned business areas.

POSITION-RELATED RESPONSIBILITIES

Strategic Partnership:

• Understands HR strategy and how it aligns with overall organizational strategy; leads the team in making decisions and providing services in alignment with the strategy, using it as a guidepost and a living roadmap for team priorities and success.

• Builds strong working relationships and credibility within assigned business areas and the enterprise HR team by demonstrating a deep understanding of business operations and organizational culture, and role modeling core behaviors for HRBPs (e.g., responsiveness, accuracy, positivity, delivering on commitments, open communications, visibility, and trust-building); special focus on developing relationships with senior leaders in assigned areas.

• Oversees the collection of business requirements and root cause analysis to understand the drivers of talent challenges; guides team members through the process and reviews conclusions for completeness; may also perform this function for assigned business areas.

• Analyzes trends and metrics to inform talent solutions and recommends actions or interventions that support business objectives for assigned business areas, with special focus on senior leader reporting and dashboard needs; coaches direct reports on best practices for data analysis and application, and partners with the HR Systems & Analytics team to design and develop reports.

• Leverages internal networks (e.g., HR COEs and Solutions Center, Finance, IT, Communications, etc.) to design and develop integrated talent solutions that address business needs; provides guidance to team members about designing talent solutions for assigned business areas.

Coaching & Consultation:

• Coaches leaders at all levels to assess needs and make effective decisions about the workforce, help clarify priorities, provide resources/information, and enable leaders to build effective people management skills; special focus on providing coaching and advisory services to senior leadership levels within assigned business areas.

• Provides expert HR consultation on the interpretation and implementation of HR policies and procedures, employment legislation, performance management, and change management processes; manages escalations and provides risk analysis and decision support as needed; escalates to director when warranted.

• 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; designs recommendations for enhancing the employee experience at UNS.

• Reviews feedback from HRBP team and provides insights and feedback about compensation and benefits programs that may be impacting engagement and retention; collaborates with the Total Rewards team to design and recommend solutions to workforce situations that involve pay and benefits.

Process & Program Execution:

• Partners with HR COEs to communicate and lead the execution of annual HR processes and corporate HR initiatives/projects in assigned operating divisions and 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; partners with Talent Development (and HRBP Director as needed) on solutions, delivery, and monitoring of programs to achieve expected business outcomes/ROI; may assist in facilitating/delivering local training for employees or leaders in assigned business areas.

• Supports and/or leads organizational change initiatives, modeling effective change leadership practices; may also be involved with developing change and communications plans.

• Manages the organizational design process (for small employee moves and larger team changes) for assigned business areas as a trusted advisor and implementor; includes review and analysis of org design changes, 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 communications, and crafting change management plans to engage and retain employees through the process.

• Oversees HRBP partnership with the Benefits and Occupational Health Services teams to assist with the administration of FMLA and other leave programs, as well as, ADA accommodations; may be required to perform HRBP duties in these areas when necessary.

• 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.); guides the HRBP team on DEIB responsibilities and coaches leaders on related behaviors.

• Peripherally supports the Talent Acquisition function by performing activities that must be done on site (e.g., pre-employment testing), as needed.

Employee & Labor Relations:

• Provides guidance to leaders and manages the process to address highly 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.

  • Overseeing the management of employee relations issues by HRBP reports to ensure effective and consistent application of related processes while mitigating risks and managing escalations to reach resolution (escalating further as needed for complex ER situations).

• Leads, participates in, and/or supports strategy, negotiations, development of collective bargaining agreements, and HR relationships with unions at UNS properties, including:

  • Leading and/or participating in 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; partnering or coordinating with the HRBP Director, as appropriate.

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 leader-level member of the HRBP team and learning cohort by sharing beneficial HR practices and techniques, ensuring consistency in approach, and cross-training team members to deliver continued service during staffing fluctuations.

• Leads or 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.

Management Responsibilities:

• Ensures Company's management principles, policies and programs are consistently practiced and continually supports the Affirmative Action Plan.

• Assumes fiduciary responsibility for operating the business and provides recommendations on cost improvement measures.

• Ensures that the Performance Management program is administered uniformly and effectively.

• Complies with and administers the terms and conditions of Collective Bargaining Agreements, when applicable.

• Administers personnel functions, including recruiting, review and approval of job descriptions and salary classifications, and selection and placement of personnel. Participates in hiring, promoting, assignment, direction, and termination of staff. Ensures compliance with all applicable local, state and federal laws, regulations and standards, company policies, practices and ethical obligations to investigate, evaluates and recommends appropriate resolution to employee complaints.

• Promotes and participates in the professional development, personal growth and career planning of team members.

• Motivates, recognizes, rewards, coaches, advises, and trains; provides feedback to employees during performance reviews.

• Participates in Leadership Development programs.

• Addresses disciplinary and/or performance issues, according to company policy, and communicates effectively with employees regarding corrective action. Has input into the adjustment of grievances and administration of discipline.

• Plans day-to-day operations, estimates personnel needs and schedules, and assigns work.

• Evaluates the structure and team plan for continual improvement of the efficiency and effectiveness of the group.

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

• Bachelor of Arts degree or 7-10 years equivalent experience in Human Resource with specific experience in counseling and conflict resolution, personnel management or related field; five or more years management experience.
• Must possess experience and understanding of how to navigate and engage within an HR business partnership model.
• Must possess considerable knowledge of the principles, methods, and procedures utilized in coaching, conflict resolution, and investigations.
• Possess strong working knowledge of all employment functions, employee relations, and policies and procedures.
• Ability to lead HR transformation efforts from a traditional HR structure to a Strategic HR Business Partner model and ensure strategic partnerships are developed and maintained with business area leaders.
• Demonstrated experience and ability to balance business partnering skills with employee advocacy.
• Ability to manage high level of complexity with degree of independence, balancing the need for collaboration with minimal supervision.

• Willingness and ability to travel frequently, using a company-vehicle, to company facilities across its service territory, which includes most of the state of Arizona and western New Mexico.

• A thorough knowledge of applicable federal and state employment and labor laws and regulations, such as NLRA, FLSA, EEO, ERISA, Affirmative Action, Equal Employment Opportunity, FMLA, etc.
• Leadership skills: ability to lead people, coach and mentor staff in multiple locations; ability to execute strategic planning; and ability to apply continuous improvement/productivity initiatives.
• Communication skills: ability to read, analyze and interpret governmental regulations; ability to write reports, business correspondence and procedure manuals; ability to speak effectively, present information and respond to questions from employees at all levels; ability to communicate with quality, integrity and respect in a way that encourages others. Must have high level of interpersonal skills to handle sensitive and confidential situations. Position continually requires demonstrated poise, tact and diplomacy.
• Reasoning skills: ability to define problems, collect and synthesize data, establish facts and draw valid conclusions.
• Computer skills: exposure to a networked environment using a Windows interface, proficient in Excel, Word and PowerPoint, ability to use Enterprise-wide information systems such as PeopleSoft.
• Time management and organizational skills: ability to apply flexibility and adaptability to changing priorities and assignments; strong planning and organizational skills.
• Excellence behaviors: remain engaged, proactive and positive even in tough circumstances; own assignments and be fully accountable for their success; align actions, behaviors and conversations to what matters most; bring out the best in others and recognize the value in every person's contributions; ability to work independently being proactive to resolve work issues or notify supervisor of resources needed; ability to coordinate with other employees and as part of a team.

Pay Rate: $110,000 - $135,000 + depending on experience and qualifications

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

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