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Human Capital Management Business Partner

DC Water and Sewer Authority


Location:
Washington, District of Columbia 20032
Date:
09/08/2017
2017-09-082017-10-08
Job Type:
Employee
Job Status:
Full Time
Shift:
1st Shift
Categories:
  • Diversity
  • EEO/Affirmative Action
  • Employee Relations
  • Employment/Recruitment
  • HR Generalist
DC Water and Sewer Authority
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Job Details

The HCM Business Partner (HCM-BP) position is responsible for ensuring alignment of business objectives, work cultures, and human capital management programs/policies to facilitate DC Water achieving its business goals while minimizing risk. The HCM-BP requires a hands-on approach, and a business first outlook. Responsibilities include working with operational departments to attract, onboard, develop, retain, and reward the people on their teams and the ability to ensure a high level of team member engagement. The HCM-BP assesses and anticipates human capital and labor relations-related needs and communicates proactively with our HCM department and designated business units to develop timely, value-added solutions.

 

 

Business Consultant 

 

  • Consults with operational line management, providing labor relations and human capital management guidance.
  • Partners with senior-most clients (e.g., Business Unit Leaders and their direct reports) to proactively identify opportunities to enhance organizational performance and functionality.
  • Analyzes trends and metrics in partnership with the HCM Department to develop solutions, programs and policies.

 

Employee and Labor Relations 

 

  • Manages and resolves employee and labor relations issues. Conducts effective, thorough and objective investigations.
  • Participates in the administration of discipline consistent with applicable policies and collective bargaining agreements (CBA). 
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.  
  • Provides human capital policy guidance and interpretation. 

 

Performance Management and Employee Engagement 

 

  • Provides day-to-day performance management guidance to operational 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.
  • Supports the Performance Management cycle for their departments including reviews, compensation, bonuses, IDP’s, mid-year updates, and turnover improvement.

 

Talent Management 

 

  • Provides guidance and input on business unit restructures, workforce planning and succession planning.
  • Collaborates with other members of HCM Team to implement the strategy, including representing operational business strategy and expectations, representing human capital management to the business units, and reconciling issues that create conflict between Human Resources and business unit strategy.
  •   Drives the talent acquisition efforts for their departments. 
  • Screens resumes, conducts interviews, and maintains metrics and reporting of recruiting activity.
  • Performs duties and projects as assigned at the discretion of the immediate supervisor.

Requirements

The minimum qualifications listed below are representative of the knowledge, skill, and ability necessary for an individual to perform each essential function satisfactorily. Reasonable amounts of training are provided.

 

  • Bachelor’s degree in Human Resources, Business Management, or related field from an accredited college or university and a minimum of four (4) years of progressive experience directly related to the specialties in a human resource environment; or equivalent combination of education and experience. 
  • A Senior Professional in Human Resources (SPHR) certification or a Society for Human Resource Management, Senior Certified Professional (SHRM-SCP) certification is preferred. 
  • Thorough knowledge of the Authority’s Employee and Labor Relations, Performance Management and Employee Engagement, and Talent Management Programs. 
  • Ability to engage in reasoned dialogue on complex, difficult, or emotional issues, to be flexible, actively listen, and affect change. 
  • Effectively work independently and as a member of the team, quickly build strong working relationships, demonstrate a high-level of integrity, and establish a proactive approach to customer service.  
  • Excellent inter-personal, communication, analytical, organizational, management, and negotiation skills are required.    
  • Excellent computer skills and in-depth experience with applicable software programs are required (i.e., spreadsheets, databases, presentations, etc.).  
  • Problem structuring and strategic problem solving skills. 
  • Advanced facilitation skills.
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