Human Resources Business Partner (m/f/d)

Do you want to be part of an agile team where colleagueship truly matters?

As a global company, we interact with a variety of people and cultures. Integrity, Respect, Colleagueship and Ownership are the unifying force for all departments and regions around the world. It’s the individual that defines the team. And it’s the team that makes the difference. Join the #TEAMNORDEX and shape the future of energy with us.

Position Summary:

As the People and Culture Business Partner, you will be responsible for aligning staff to business objectives, recruiting the right talent, enhancing staff performance, supporting employee development, enhancing recruitment efforts, planning strategic Human Resources initiatives, managing Human Resources consultants, running orientation and onboarding processes, communicating role expectations, designing succession plans, maintaining staff relations, managing internships, updating policies and practices, and overseeing wellness and health initiatives and serves as a consultant to management at Service Operations on People and Culture related issues. The successful People and Culture Business Partner will act as an employee champion and change agent while assessing and anticipating People and Culture related needs.

Communicating needs proactively with our People and Culture department and business management and the PCBP seeks to develop integrated solutions. The PCBP also formulates partnerships across the People and Culture function to deliver value-added services to management and employees that reflect the business objectives of the organization.

The PCBP may include international People and Culture interactions and maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture, and its competition

Responsibilities:

• Acts as the point of contact and sounding board for managers; Working with Leadership, developing a Communication Strategy and Engagement Strategy for the whole company
• Determines the course of action for Diversity and Inclusion requirements
• Develops a standardized and consistent Onboarding and Orientation program for all employees at all worksites in alignment with brand and Standard Operating Procedures.
• Engineer a Training Roadmap based on compliance audit and gaps; Design a Coaching program and Development plan for succession in correlation with training
• Conducts weekly meetings with respective business units.
• Consults with line management, providing the VP of People and Culture guidance when appropriate.
• Analyzes trends and metrics in partnership with the People and Culture group to develop solutions, programs, and policies.
• Develop metrics to analyze data trends to inform business decisions
• Manages and resolves complex employee relations issues.
• Conducts effective, thorough, and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of personnel; reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (coaching,

counseling, career development, disciplinary actions).

• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides People and Culture policy guidance and interpretation.
• Develops contract terms for new hires, promotions, and transfers.
• Assists international employees with expatriate assignments and related P&C matters
• Provides guidance and input on business unit restructuring, workforce planning, and succession planning.
• Participates in the hiring process
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of the success of training programs. Follows-up to ensure training objectives are met.

Direct Reports:

No direct report

Requirements:

• Bachelor’s degree required in Human Resources, Psychology, Business Administration, or related field.
• Advanced degree in Human Resources Management, Organization Development or Business preferred
• PHR or SPHR Certification strongly preferred
• 3-5 years of working experience in an HR Generalist capacity or HR Business Partner capacity, specifically professional development, training, and employee relations
• Human Resources Capacity
• Excellent communication skills
• Analytical skills
• Problem-solving skills
• Proactive nature
• Excellent interpersonal skills
• Meticulous attention to detail
• Highly organized
• Problem Solving/Analysis
• Project Management
• Change Agent
• Performance Management
• Business Acumen
• Personal Effectiveness/Credibility
• Flexibility
• Initiative
• MS Office Advanced; specifically, MS Excel
• People-oriented.
• Wind Energy industry experience is a plus
• Demonstrates a strong understanding and experience working with multiple human resource disciplines, for example, employee relations, compensation practices, organizational diagnosis, performance management, staffing, and state and federal employment laws.
• Familiarity with state and federal employment laws and HR best practices in operations is a necessity for key areas, for example, in the areas of recruitment, compensation and benefits, and training and development.
• Proven and successful experience executing organizational change programs as delegated by senior management.
• Advanced Microsoft Office experience, specifically Excel, PowerPoint, and Word
• Requires travel to various Wind Farm sites and other locations throughout the United States and Canada as necessary.
• Must be willing to travel as often as needed
• Driving is an essential function of the job. Must possess a full valid driver’s license and be insurable under our auto insurance policy. This position will be subject to periodic driver’s abstract checks to confirm continued insurability.

We are an Equal Opportunity Employer. We will consider applicants for this position without regard to any category protected by applicable federal, state or local law, including but not limited to: race, color, religion, sex, national origin, age, physical or mental disability, genetic information, veteran status or uniformed service member status. Nordex USA, Inc. does not require employees to be vaccinated against COVID-19 as a condition of employment.