RESPONSIBILITIES AND ESSENTIAL DUTIES
- 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.
- Assists employees in the interpretation and administration of various HR policies, procedures, practices, and programs.
- Acts as the primary point of contact and subject matter expert on complex employee cases, and projects and provides HR-related advice across all facets of HR.
- Manages program rollouts to include various employee benefit plans, educating employees on employee benefits matters, maintaining applicable records, preparing documents appropriate for implementing benefit coverage, providing benefits orientation, and processing status changes.
- Maintains organization charts, creates and tracks purchase orders, and provides HR Operational support as needed.
- Works with the HR Business Manager to ensure legal compliance by monitoring and implementing applicable federal and state requirements, conducting investigations, and responding to employee issues and grievances in a manner consistent with the Company's policies and practices.
- Prepares Word documents, Excel spreadsheets, and PowerPoint presentations in support of HR-related business analytics.
- Gathers employee feedback from the exit interview process, including collection of results data, analysis and reporting findings, trends, opportunities and recommendations.
- Establishes and maintains employee data using Cheniere Connect HRMS (Human Resources Management System) and other legacy system applications.
- Partners with HRIS in the development of HRMS in alignment with the site business needs.
- Partners with Talent Acquisition in executing staffing needs according to the site staffing plan, including diversity outreach programs, college and university recruitment, and the new employee orientation process.
- Measures the effectiveness of HR activities, including employee morale, staffing needs, overall employee relations, turnover, headcount, retention (etc.), as required by local management as well as Corporate HR addressing issues as they arise.
- Performs research at own initiative and/or at the request of HR management and stays current with industry and HR trends, including laws and regulations as they pertain to HR and the business.
- Manages site drug testing program (DOT/Non-DOT Randoms).
The duties and responsibilities described are not a comprehensive list and additional tasks may be assigned to the employee from time to time, or the scope of the job may change as necessitated by business demands.
-
KNOWLEDGE
In-depth knowledge of legal requirements related to day-to-day HR management to guide leadership, including equal employment opportunity laws, wage-and-hour laws and regulations, and 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 work ethic, results-focused, detail-oriented, and proactive.
- Knowledge and understanding of federal, state, and local employment laws and regulations.
- Ability to exercise sound judgment and make decisions consistent with the essential job functions and company policies.
- A demonstrated team player with all levels of employees.
- Commitment to providing elite customer service.
- Ability to quickly build trusting relationships, gain credibility, and partner with leaders and peers.
- Ability to professionally handle sensitive and confidential information and situations.
- Proven planning, priority setting, and time management skills.
- Excellent verbal, written and interpersonal communication skills.
- Ability to handle ambiguity.
Highly proficient in MS Office applications (Excel, Word, PowerPoint, Outlook, etc.).
-
EDUCATION AND EXPERIENCE
HR Business Partner:
- Education, Training and Certifications: High school diploma or GED is required. Bachelor's degree in business or equivalent significant work experience and SHRM/PHR professional certification preferred.
- Experience: Minimum of 3 years in Human Resources or related discipline.
Senior HR Business Partner:
- Education, Training and Certifications: High school diploma or GED is required. Bachelor's degree in business or equivalent significant work experience and SHRM/PHR professional certification preferred.
Experience: Minimum of 5 years in Human Resources or related discipline.
-
DIRECT REPORTS
No direct reports
FREEDOM TO ACT
As a front-facing Human Resources contact for employees and external candidates, the HRBP must exercise discretion independently by understanding the work area strategies and operating objectives. Decisions are made within documented parameters, professional guidelines, and compliance requirements under the guidance of the site HR Manager.
WORK CONDITIONS
- While performing the duties of this job, the employee is often required to stand, walk, sit, climb stairs, work at height above ground on stairs and catwalks, balance, stoop, kneel, crouch, talk, or hear, smell, type, and write.
- While performing the duties of this job, the employee will work indoors and outdoors, and be exposed to year-round weather conditions, ocean environment, noise, and occasionally process gases and vapors. There is a considerable number of outdoor activities involved.
- The job is performed in a typical office environment but is subject to time pressures and constraints and often depends on input from others.
- Occasionally, work may be performed from home, after regular work hours, or on weekends.
- Maintains a flexible and adaptive schedule (e.g., start early or stay late if required to complete work).
- Required to work overtime.
- Subject to drug and alcohol testing, per applicable federal regulations or as required by Cheniere.
- Periodically travel as business requires.
Must maintain a Transportation Worker Identification Credential (TWIC) card in good standing status.
-
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 or mental 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.
