Human Resources Business Partner

Oglethorpe Power Corp.; Tucker (GA); On-site; USD 90,000 - 120,000; Full time

Job summary

Oglethorpe Power Corp. seeks a Human Resources Business Partner to support generation facilities across Georgia and the OPC corporate headquarters. You will provide consulting to managers, manage employee relations, and oversee compensation and benefits coordination.

You will lead performance management programs, advise on policy interpretation, and drive HR initiatives in collaboration with legal, payroll, and training teams. This role requires strong business judgment and policy implementation.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration or related field.
• 8-10 years of experience in Human Resources field; minimum of 6 years in Generalist capacity
• Ten years professional level HR experience as outlined above.

Responsibilities

• Provide direction and counsel to managers and associates regarding HR and employment issues, promoting a positive work environment.
• Counsel managers on HR practices, legal considerations, investigations and terminations.
• Coaches managers on corrective actions to address performance issues.
• Deliver a full range of HR services including policy responsibilities and day-to-day HR tasks.
• Coordinate benefits and compensation delivery to employees.
• Administer the corporate-wide performance management program and related processes.
• Lead HR initiatives and work on HRIS projects and data management.
• Develop and implement employment policies and maintain the associate handbook.

Skills

HRIS systems

Employee relations

Policy interpretation

Project management

Communication

Compensation and benefits knowledge

Payroll systems

MS Office

Education

Bachelor’s degree in HR or Business Administration

PHR/SPHR (certification)

Advanced Generalist certification

Tools

Payroll systems

HRIS platforms

Job description

Role Snapshot

Position is responsible for functioning as a human resources business partner for the generation facilities located throughout Georgia as well as the OPC corporate headquarters. This includes providing consulting and support services to the Corporate and plant management team and associates in functional areas of Human Resources including but not limited to AAP/EEO, compliance, employee relations, performance management, non-union maintenance, compensation and benefits consultation, recruitment and employment and training to ensure corporate goals and objectives are achieved. This position is relied upon to understand business goals and interpret ambiguous situations while consistently applying company policy and good judgment. Works with compensation, benefits, legal counsel and training/creative services to develop, interpret and implement Human Resources policies and procedures and disseminate policies through associate handbooks, communications, meetings and individual counseling. Incumbent should have the ability to independently meet with Managers to discuss their specific reporting needs and provide them information using the HRIS system. Responsible for managing or assisting on various HR projects as assigned.

What You’ll Do

Employee Relations

Provide direction and counsel to managers and associates regarding HR and employment issues, and proactively promotes and maintains a work environment based on sound employee relations, strong associate trust, and open and effective communications.

Counsel’s managers on HR practices and principles, legal consideration, employee relations procedures, investigations, and terminations.

Coaches managers on the appropriate and corrective actions necessary to turn around ineffective behaviors and performance.

Acts as a consultant and reference sources for managers and associates regarding HR policy interpretation, associate compensation, and benefits.

Deliver a full range of HR services and support initiatives, with strategy and policy responsibilities in addition to tactical issues resolution.

Works at coordinating benefits and compensation delivery to employees.

Performance Management

Responsible for administering the corporate-wide performance management program, which includes the performance expectations process, performance reviews and the performance pay program.

Implement key performance management initiatives including goal setting, mid-year and year-end review processes.

Works closely with compensation and payroll to ensure the highest level of accurate information is being disseminated across the company.

Advises management on the evaluation of associates against objective performance standards that will enable the corporation to meet annual and long-term strategic initiatives and reward outstanding performance.

Monitors the process to enhance or improve from year to year.

Project Management/Leadership

Facilitates the development and administration of various HR initiatives, including associate development, organization review and other key leadership/associate level development activities.

Partners with department leaders to help drive business performance using sound HR knowledge.

Works as project lead or direct member of the team within various areas included but not limited to Wellness, Employee Development and Safety to ensure that time and member dollars are being spent in the most effective manner.

HRIS Administration duties including data entry and maintenance. Project lead on HRIS initiatives.

Reporting/Compliance

Administer various human resources policies and procedures for all company associates; assists in development and implementation or employment policies and procedures; prepares and maintains associate handbook in partnership with management.

Develop and maintain affirmative action program; files EEO-1 report annually; maintain other records, reports, and logs to conform to EEO regulations.

Provide consulting on and ensure compliance with government requirements such as EEO, AAP, ADA, FMLA, ADEA, etc.

Maintains and administers corporate drug plan, contractor requirements, cyber security access and other programs as required.

Provides reports to all managers as well as specialized reports to various senior managers throughout the year or as requested.

What You Bring

Education:

Bachelor’s degree in Human Resources, Business Administration or related field.

Experience:

8-10 years of experience in Human Resources field; minimum of 6 years in Generalist capacity

Equivalent Experience:

Ten years professional level HR experience as outlined above.

Licenses, Certifications and/or Registrations:

Valid driver’s license, Advanced Certified Sr. Generalist, PHR, SPHR a plus

Specialized Skills (i.e., computers, software, tools and equipment uses):

Demonstrated ability to operate automated systems including, word processing, spreadsheet, database applications and payroll/personnel system. Above average ability to communicate with a wide variety of staff at all levels, both verbally and in writing. Individual must be able to occasionally lift and/or move up to 20 pounds and must be able to occasionally to stand or sit for long periods of time.