POSITION OVERVIEW

The Lead HR Business Partner (HRBP) reports to the HR Business Manager and will have responsibility for a broad range of human resources functions. The HRBP’s primary role is to partner with organizational leaders to support all functions of an employee life cycle, achieve their business objectives by providing guidance and input on employee relations and development issues to include but not limited to employee development/performance, staffing, investigations, ensuring fair and equitable practices, and HR policy administration and development. The successful HRBP can balance employee and company needs, be a strong change agent, and maintain an effective level of business literacy related to their assigned client groups. The ability to foster business partner relationships, influence, impact change, and a strong drive for results are critical for this role.

Additionally, the Lead HRBP partners with all facets of Corporate HR to ensure alignment between all sites, often working directly with Corporate HR Directors to execute site HR needs. Serve as core member of the site emergency response team. 

RESPONSIBILITIES AND ESSENTIAL DUTIES

Implements HR strategies that are aligned with business needs through influence and change management. Develops and maintains strong business relationships with client groups to drive business results; serves as the subject matter expert (SME) for all HR related, legal, and compliance needs. Promotes and fosters diversity, equity, and inclusion (DEI) in the workplace supporting a high performing culture and company core values.  Partners with assigned client groups in the interpretation and administration of various human resource policies and programs, involving employment, compensation, benefits, employee and/or labor issues, and other related matters.  Guides and assists employees in the interpretation and administration of various HR policies, procedures, practices, and programs. Provides performance consulting to client organizations including, but not limited to training, needs assessments, organizational development, and meeting facilitation. Collaborates with HR Organizational Excellence (OE) to develop strategies to respond to changing needs.  Responsible for conducting investigations for the preparation and presentation of facts leading to the resolution of employee disputes and grievances related to various issues.  Researches, documents, and presents special projects as assigned. Assimilates information and recommends company action, based on findings and available funding.  Responsible for assigned client group’s full talent management cycle including succession planning, talent reviews, performance management and goal setting, and compensation planning.

 

KNOWLEDGE AND SKILLS: 

 

Knowledge: 

An in-depth knowledge of legal requirements related to day-to-day HR management to guide leadership, including equal employment opportunity (EEO) and wage-and-hour laws and regulations, and Americans with Disabilities Act (ADA) and other government compliance regulations that affect HR administration and management tactics.  General knowledge of maintenance, record, reporting requirements, document management methodologies and procedures, and automated HRMS system applications is required. 

 

Skills:  Strong ability to work both independently and collaboratively to meet organization needs and goals. Strong time management and organizational skills. Comfortable working with ambiguity and limited information and engaging clients to reach clarity. Ability to manage multiple projects and organization needs simultaneously and work effectively in a fast-paced, changing, and high-output environment. Adapts seamlessly to changing priorities and deadlines. Strong collaboration skills and the ability to build good working relationships with internal clients and external partners. High curiosity; eager to learn and understand a wide range of energy industry, business and creative subject matter. Advanced experience with relationship management (building healthy working relations and partnerships with all levels of employees).  Proficient knowledge of Microsoft Office applications to include Word, Excel, and PowerPoint.  Attention-to-detail, analytical and team oriented.

 

EDUCATION AND EXPERIENCE 

Education and Certifications: Bachelor's degree required. Major in human resources, labor and industrial relations, business management, social sciences, or another related field preferred. Advanced degree and SHRM-CP or PHR professional certifications are a plus.  Experience:      Minimum of six (6) years of relevant HR experience required including broad employee relations experience with at least three (3) years of plant experience. 

 

DIRECT REPORTS

None

 

FREEDOM TO ACT

As a front-facing Human Resources contact for employees, external candidates and other groups, the Lead HRBP must exercise discretion and work independently.

 

WORK CONDITIONS

Job is performed in a typical office environment but is subject to time pressures and constraints and is often dependent on input from others.  Occasionally, work may be performed from home, after normal work hours or on weekends.  Subject to drug and alcohol testing, per applicable federal regulations or as required by Cheniere. Periodically travel as business requires. Maintains a flexible and adaptive schedule (e.g., start early or stay late if required to complete work). Required to work overtime.

 

 

ADA JOB REQUIREMENTS

Reasonable accommodations will be made to ensure that the essential functions of the job can be performed and not hinder the employee's performance due to physical, mental or emotional disability.

 

EQUAL EMPLOYMENT OPPORTUNITY

Cheniere Energy is an equal opportunity workplace. All employment decisions are made without regard to sex, race, color, religion, national origin, citizenship, age, disability, marital or veteran status, sexual orientation, gender identity or expression, or any other legally protected categories. This includes providing reasonable accommodation if requested for disabilities or religious beliefs and practices.