Human Resources Business Partner Manager

Duke Energy; United States; Hybrid; USD 110,000 - 160,000; Full time

Job summary

Duke Energy is seeking an HR Business Partner Manager who acts as a strategic partner to executives, guiding workforce planning, talent management, culture, and compensation within a large matrixed organization.

The role focuses on aligning HR initiatives with business strategy, delivering data-driven insights, and collaborating with HR COEs to drive enterprise goals. Hybrid work with in-office days is expected.

Qualifications

• Bachelor's degree required
• Seven+ years related HR experience
• Strong consultative skills
• Experience working in a matrixed organization
• Analytical with data driven decision making
• Executive presence and communication

Responsibilities

• Consult with leaders to prioritize workforce requirements and develop talent plans aligned with enterprise objectives
• Determine organization design and orchestrate processes to execute design decisions
• Align HR initiatives with business objectives and assess risk
• Collaborate with HR Centers of Expertise to provide input and feedback
• Educate leaders on HR services and value proposition
• Execute annual HR processes such as performance, merit, succession planning, and workforce planning

Job description

Job Summary

The HR Business Partner Manager is an individual contributor role responsible for supporting our Customer Strategy and Products and Services departments by working closely with the Executive Leadership Team members on continuing to evolve and execute the human resources strategy in support of the overall business plan. This position provides a unique opportunity for an experienced HRBP to showcase their strategic consultation proficiency by working in a large matrixed organization. In this role, the incumbent serves as the primary liaison for business unit support on all HR initiatives. The incumbent will use their analytical skillset to deliver results through data driven decisions to influence senior management regarding key organizational and management challenges. The incumbent is responsible for articulating human resource needs and translating them into action plans to ensure the sustainable success for the line of business, in the following areas: talent management, workforce planning, organizational culture and employee engagement, and compensation. In addition, the incumbent assists in the development, design, and implementation of enterprise plans, policies and practices that support the larger business unit and enterprise strategy. The incumbent is accountable for driving collaboration and considering the broader organizational impact of business decisions.

Responsibilities

• Consult with leaders to prioritize short- and long-term workforce requirements and prepare and execute talent plans that will enable business success and align with enterprise strategic objectives.
• Consult with leaders to determine the organization design that best supports and aligns with business and enterprise objectives, and orchestrate the processes and resources required to effectively execute the design decisions.
• Align and prioritize business-specific requirements with enterprise-wide HR initiatives to determine an approach that meets each constituent’s primary objectives.
• Align HR processes with business/function strategic objectives, identify risk-informed solutions and manage priorities.
• Work effectively with HR COEs providing specific, actionable input, design requirements and feedback on behalf of the business.
• Educate leaders about the business value and rationale of HR's services, solutions, and processes.
• Execute annual HR processes (e.g., Performance Impact, Merit & Incentive Review, Talent Review / Succession Planning & Workforce Planning).
• Consult with leadership on employee engagement and trends in employee behaviors and provide oversight and coaching to resolve complex employee relations issues and/or investigations, as needed.

Basic/Required Qualifications

• Bachelor's degree
• In addition to bachelor's degree, seven (7) years minimum of related work experience

Desired Qualifications

• HR call center support
• Seven (7) years of human resources business partner experience
• HR experience in a large company, supporting leaders in a matrixed organization
• Experience supporting corporate sides of business
• Experience with talent planning and succession planning strategy
• Experience providing strategic consultation to senior leaders on complex challenges
• Comfortable extracting/analyzing/manipulating Microsoft Excel to drive results through data
• Demonstrate Acumen - Apply depth of business-specific knowledge and linkages to enterprise-wide objectives to provide forward-looking counsel to leaders.
• Deliver with Excellence - Deliver maximum value to the business by prioritizing work and resources and proactively resolving any conflicts / obstacles that could inhibit successful outcomes.
• Discern & Advocate - Determine the business long-term talent, culture, and engagement needs, and promote with leaders and HR the proactive plan for effectively addressing these needs.
• Credibly Consult - Exhibit executive presence by adapting communication and consulting style to build trust, ensure intended messages are correctly interpreted, enable constructive challenges and effectively influence leaders’ actions and decisions.
• Deliver effective presentations to foster a consistent, professional and high-quality HR brand.
• Orchestrate Aligned Solutions - Align and prioritize business-specific requirements with enterprise-wide HR initiatives to determine an approach that meets each constituent’s primary objectives.
• Navigate Change - Provide change leadership coaching and counsel that strengthens our leaders’ capacity and capability to effectively plan, manage & sustain change.
• Grow Capability - Actively develop capabilities by soliciting and embracing feedback, coaching, and opportunities to grow.

Working Conditions

M - F, 3 days per week in office

Hybrid mobility classification - work will be performed from both remote and onsite locations after the onboarding period. However, hybrid employees should live within a reasonable commute to Duke Energy Plaza.

#LI-PG1 #LI-Hybrid

Travel Requirements Not required.

Relocation Assistance Provided (as applicable).

No Represented/Union Position.

No Visa Sponsored Position. This is not a Visa Sponsored Position. This role requires the ability to work lawfully in the U.S. without employment-based immigration sponsorship, now or in the future.

Diversity & Inclusion

Read about our commitment to supporting a diverse and inclusive workforce.

Duke Energy values ideas that come from a diverse and inclusive workforce, and we’re dedicated to providing a work environment where all people are valued, respected and able to reach their full potential.

Duke Energy is an equal opportunity employer and does not discriminate against any employee or applicant for employment because of race, color, sex, pregnancy, childbirth or related medical conditions, including but not limited to lactation, religion, national origin, ancestry, ethnicity, citizenship, sexual orientation, gender identity, gender expression, age, marital status, physical or mental disability, genetic information, medical condition, military status, or protected veteran status. Duke Energy complies with all applicable state, federal and local laws, regulations and ordinances prohibiting discrimination.

About Duke Energy

Duke Energy values ideas that come from a diverse and inclusive workforce, and we’re dedicated to providing a work environment where all people are valued, respected and able to reach their full potential.