Nebraska Public Power District (NPPD) has an immediate opening for a Human Resources Business Partner I or II located at Gerald Gentleman StationinSutherland, Nebraska. Candidate screening and selection processes will begin October 5, 2026 and the position will remain open until filled. This position will report to the Human Resources Business Partner Supervisor.
Position Summary
The Human Resources Business Partner (HRBP) I role is intended to serve as a development role with the goal of achieving HRBP II status. The HRBP position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on Human Resources (HR)-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions.
The incumbent provides first-line professional level and strategic HR support to all levels of employees, management, and business units in functional areas of HR including, but not limited to, employment, recruiting, employee relations, coaching/counseling, workforce planning, workforce risk analysis, succession planning, and training on HR programs. Acts as a consultant in the areas of behavior modification, conflict resolution, position profile development, and pay administration. Ensures compliance with all legal and corporate guidelines, policies, and procedures.
HRBP I will naturally be a more transactional role while growing and developing into the more strategic role of an HRBP II. Oversight of activities will be necessary for individuals new to the HRBP I role as they develop towards the required independence of the HRBP II position. This requirement may limit flexibility in location opportunities as it will be key to have an HR support system in place and readily available for the HRBP I.
Incumbent is relied upon as a standard-bearer and champion of policy and process adherence for the District. Accountability, honesty, and trustworthiness are key attributes for individuals in this role.
Education, Training and Experience
HR Business Partner I
Bachelor's degree in human resources, business, or related field is strongly preferred. A combination of post-secondary education and direct HR experience (as described below) equivalent to seven years may be substituted for the education requirement (Example: Associates = two years + five years of related HR experience required).
For individuals with a Bachelor's degree, a minimum of two years direct HR-related experience working in areas such as recruiting, consulting, performance management, investigations, Equal Employment Opportunity Commission (EEOC)/Affirmative Action, American with Disabilities Act (ADA), and Fair Labor Standards Act is required.
HR Business Partner II
Bachelor's degree in human resources, business, or related field is required. Four years of direct experience as an NPPD HRBP I may be substituted for the education requirement.
A minimum of four years direct HR-related experience working in areas such as recruiting, consulting, performance management, investigations, Equal Employment Opportunity Commission (EEOC)/Affirmative Action, American with Disabilities Act (ADA), and Fair Labor Standards Act is required.
Licenses and/or Certifications
Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), Society for Human Resources Management-Certified Professional (SHRM-CP), Society for Human Resources Management-Senior Certified Professional (SHRM-SCP), or other HR related certification is desirable. Although not required, achievement of professional certification would demonstrate significant progress in career development and could be one of the determining factors towards advancement to HRBP II.
Essential Duties & Responsibilities
Serve as a consultant and strategic resource to internal customers in the following areas: behavior modification, conflict resolution, workforce and succession planning, workforce risk analysis, organizational development, harassment/discrimination, pay administration, and disciplinary issues. Assist in workforce investigations. Recommend solutions to Business Unit Managers concerning HR issues. Represent the business units at the corporate HR level. Collaborate with Compensation Business Partners in creating and updating position profiles.
Direct the recruiting process for open positions in the respective business unit by coordinating recruitment activities. Participate on interview teams, conduct new employee orientations, and serve as a resource to new employees with periodic follow-up. Administrate job offers and associated processing for new hires, transfers, and terminations, including exit interviews. Assist with Affirmative Action Program reporting requirements and utilize statistical information to develop recruiting sources. Maintains expertise for staffing within the supported business unit.
Assist with Worker's Compensation, Return-to-Work, and Long-Term Disability (LTD) cases. Identify situations of concern and coordinate resolution with the business unit and Family and Medical Leave Act (FMLA)/ADA and Worker's Compensation Specialist. Act as an Employee Assistance Program (EAP) contact person and provide support in crisis situations.
Incumbent is expected to be skilled in the use of HR-related software programs (SuccessFactors; Systems, Applications and Products in Data Processing (SAP); SharePoint; Outlook; etc.) and will utilize personnel information to develop routine and special reports for the business units. Will provide facilitation on the use of programs related to HR information.
Essential Duties & Responsibilities (Continued)
Serve as a business unit expert regarding HR guidelines and regulations. Provide training on HR programs such as performance management, FMLA, sexual harassment prevention, and Equal Employment Opportunity (EEO) compliance. Provide coaching and serve as a resource to supervisors and provide training to all new supervisors. Proactively provide information on HR-related topics to leadership teams within the assigned business unit. Provide facilitation for departments for activities such as conflict resolution, goal setting, or survey follow-up. Maintain general working knowledge of employment law practices, and partner with NPPD's General Counsel when necessary.
Is an active member of the business unit leadership team while administering HR policies and procedures. Provide support for special HR projects and fill in for other HRBPs as needed. Makes recommendations to HR Management on how to improve processes throughout HR relating to work responsibilities. Participate on special projects team and develop HR policies on an as-needed basis. Act in a training role for the organization as needed.
HRBP I is intended as a development role to prepare an individual to ascend to HRBP II and incumbents are expected to be actively working to obtain the skills and experience necessary to advance.
In addition to the above, the HR Business Partner II position is also responsible for the following:
Build trust-inducing relationships with employees and management across the District to effectively capture and develop recommendations to promote the voice of the employee into strategic planning. Work in close partnership with Security on insider threat mitigation programs.
Serve as a technical resource to the HRBP I. Creates and modifies policy/procedures and standards within HR. Lead or co-lead special HR projects. Promote beneficial change and responsible for continuous process improvement within work responsibilities to align HR and business unit goals, objects, and needs.
Accountable for other duties as assigned.
Decision Making Authority
Responsible for identifying and selecting the best qualified applicants to refer to managers and supervisors in accordance with the District's policies, procedures, and EEOC/Affirmative Action Programs. Utilizes HR tools to make decisions related to need for actions and communications.
HR Business Partner II
Serve as a technical resource to the HRBP I. Creates and modifies policy/procedures and standards within HR. Lead or co-lead special HR projects. Promote beneficial change and responsible for continuous process improvement within work responsibilities to align HR and business unit goals, objects, and needs.
Core Competencies
Customer Focus
Employees & Teamwork/Diversity & Inclusion
Integrity/Excellence
Public Service/Environmental Stewardship
Safety
Salary Information - Nebraska Public Power District offers a competitive starting salary with opportunities for growth. In addition to the base salary range listed below, NPPD employees may also be eligible for our Annual Incentive Program (AIP) that may supplement total compensation at a level above and beyond the stated salary range. Successful applicants will be provided more information regarding the incentive program at the time of an interview.
Pay Grade:
HR Business Partner I: Pay Grade 12 Monthly
HR Business Partner II: Pay Grade 14 Monthly
Typical Pay Grade Starting Salary Range:
HR Business Partner I: $6,477 - $8,096 per month
HR Business Partner II: $8,218 - $10,478 per month
Travel Required: 25% to 50% (With no or minimal overnight stays, less than 3 per month, typically within state of Nebraska) Travel required may fluctuate by business need. This is an estimate and will be discussed further with candidates that receive an interview.
Nebraska Public Power District offers a competitive starting salary and an excellent benefits package including medical and dental insurance, 401K retirement plan, paid holidays, paid vacation, paid medical, training opportunities and more.
Benefits
Customers around the state know what to expect from NPPD - quality, reliability and performance excellence. Our values also extend to the way we take care of our employees and their families. We remain on the leading edge by providing competitive benefits that respond to the diverse lifestyles of our people in an ever-changing world.
Salary
Nebraska Public Power District offers a competitive starting salary with opportunities for growth. In addition to the base salary listed in posting, NPPD employees may also be eligible for our Annual Incentive Program (AIP) that may supplement total compensation at a level above and beyond the stated salary range.
Retirement Savings
NPPD employees may participate in two retirement plan options - a 401(k) plan and a 457(b) plan. Both plans allow for pre-tax or Roth contributions. After the first six months of employment, the 401(k) plan includes a generous matching contribution from NPPD. The five-year vesting period begins on an employee's hire date. Our retired employees are eligible for retiree healthcare benefits as well as a life benefit paid out to designated beneficiaries upon their passing.
Health & Wellness
At NPPD, we care about the health and wellness of our employees. We offer new teammates two competitive hospital / medical plan options to fit their lifestyle and family needs. We also make an annual contribution to employee Health Savings Accounts, which can be used to offset out-of-pocket expenses. Employees and their spouse are invited to participate in a variety of wellness initiatives offered throughout the year as a way to enhance their wellness, reduce health risks and promote healthy lifestyles.
Other Benefits
Employees earn vacation on a schedule commensurate with their years of service. We also offer paid holidays as well as personal and family medical leave, including birth mother recovery leave and parental child bonding leave. All full-time employees receive a life insurance policy equivalent to two times the participant's annual salary at no cost to the employee. NPPD also offers dental and vision insurance as well as personal accident, accidental death and dismemberment, critical illness, hospital indemnity, long-term care, pre-paid legal/identity theft, and short-and long-term disability insurance plans. Additional benefits include college tuition reimbursement, relocation assistance and complimentary access to an Employee Assistance Program.
