About NAES: We are an independent services company dedicated to delivering value to facilities across the power generation, oil & gas, petrochemical, pulp & paper, and manufacturing industries. For more than 35 years, we have drawn on our deep experience in advisory, operations, maintenance, fabrication, construction, engineering, compliance, technical support, asset management and energy management services to assess, build, operate and maintain sites that run safely, reliably and cost-effectively.
We operate more than 170 power plants throughout the United States, Canada and Mexico that span all technologies and provide over 46 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.
NAES offers competitive compensation, a comprehensive benefits package (including retirement) and promotional opportunities.
The HR Manager will provide human resources management services for all assigned locations, as well as manage the HR functional areas including all HR initiatives, employee relations, compensation, performance management, and coaching. Works to respond to HR issues and inquiries on matters such as employment law and compliance, providing conflict resolution services and communicating HR programs and policies.
- Provides advice and guidance to business partner clients related to the interpretation of HR policies and procedures as they relate to individual and the company objectives.
- Provide employee relations consultation, management coaching and development assistance, performance management, and employee engagement support.
- May direct activities of HR Generalists and Associates and implements improvements in Human Resources workflow and business processes.
- Approves transactions related to onboarding of new employees, status changes for existing employees and terminations of employees.
- Conducts new employee/transitioned employee orientations to ensure employees gain an understanding of benefit plans and enrollment provisions.
- Conducts HR investigations and resolves employee complaints.
- Develop the response to or resolution of employee complaints, lawsuits and/or agency claims.
- Advise management regarding the conduct of employee discipline activity and performance evaluations.
- Coordinate the hiring and transition of personnel associated with the acquisition of O&M contracts.
- Prepare for and execute workforce reductions in compliance with applicable regulations as required.
- Recommend new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed.
- Provide direction to site administrators regarding the administration of Human Resources policies and procedures.
SCOPE OF RESPONSIBILITY
- Determines own practices and procedures, contributing to the development of new concepts.
- Performs duties independently with only general directions given.
- Decisions are made within policy constraints.
- Has partial budgetary preparation/compliance accountability and informally makes recommendations concerning long-range planning.
- Job encounters recurring work situations with occasional variations from the norm, involving a moderate degree of complexity.
- Contacts are normally made with others inside and outside the company, including customers, other department personnel, colleagues and own supervisor.
- Contacts are usually made on own initiative concerning matters requiring explanation, discussion, interpretation or approvals.
- 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 customers' needs are being met.
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 employee’s performance.
Normal hours are 8:00 a.m. to 5:00 p.m. Monday through Friday with extended hours as necessary. Ability to travel up to 30% is required.
SPECIFIC SKILLS, KNOWLEDGE, EXPERIENCE & EDUCATION
- Bachelor's Degree in Business Administration or Human Resources, or equivalent knowledge and experience, and at least ten years professional level experience in Human Resources including labor and employee relations
- Previous experience supporting executives
- Previous experience supporting or working in an operations/manufacturing environment
- Ability to manage and administer a broad range of tasks including resolving complaints, counseling managers and employees on interpretation of policies, procedures and union agreements
- Ability to build and maintain positive relationships internally and externally
- Ability to communicate effectively both orally and in writing throughout the different organizational levels desired
- Effective presentation skills and basic mathematical computation abilities
- Knowledge of state and federal regulations in the areas of employment and labor law
- Computer literacy including spreadsheet and word processing programs
- Ability to exercise sound judgment and make decisions in a manner consistent with essential job functions
Dedicated: Devoted to a task or purpose with loyalty or integrity
Enthusiastic: Shows intense and eager enjoyment and interest
Functional Expert: Considered a thought leader on a subject
Team Player: Works well as a member of a group
Bachelors or better in Human Resource Administration or related field.
Previous experience supporting or working in an operations/manufacturing environment
Previous experience supporting executives
Licenses & Certifications