UGI Energy Services Hiring for Senior Manager Human Resources at Reading, Pennsylvania Full Time

Job Summary:
Deliver strategic, timely and proactive management of the Human Resource function for select business groups. These functions include employee relations, human resource operations, development of policies and procedures, talent pipeline management, and special projects as assigned. Add value in the talent acquisition process for business support areas through involvement in the selection of candidates who best fit from a cultural and technical perspective. Serve as a consultant to internal customers regarding human resources-related issues. Act as an advocate for the employee while balancing the needs of the business. Assess and anticipate HR-related needs from the business. Model how to effectively manage change within the organization and work with CoEs to positively manage change related to the Human Resources function. Communicate internal customer needs proactively within the HR organization to develop integrated solutions. Formulate partnerships across the HR function to deliver value-added service to management and employees that are aligned with the business objectives of the organization. Maintain an effective level of business literacy (Company’s financial position, its midrange plans, its culture and its competition).

Job Responsibilities:

Client area engagement:

• Regularly meet with client areas; participate in key staff meetings as a member of their ‘management’ team
• Consult with line management, providing HR guidance when appropriate
• Manage and resolve complex employee relations issues; conduct effective, thorough and objective investigations
• Provide day-to-day performance management guidance to line management (coaching, counseling, career development, corrective action)
• Provide HR policy guidance and interpretation; validate union contract interpretation and communicate as appropriate
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention

Overall HR initiative management:

• Represent the Human Resource function with select UGIES departments
• Collaborate with colleagues within the Human Resources function to ensure knowledge sharing is achieved and to further improve HR processes as it relates to union/Company relations, strategy and tactical objectives
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Develop and conduct HR related training and development sessions in collaboration with the Learning & Development group
• Partner with the legal department as needed/required (outside counsel is managed and conversations coordinated by corporate legal, not directly by HR)
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies
• Coordinate responses to UC appeals, formal complaints (e.g., PHRC, etc.)
• Work with the Payroll CoE related to oversight of timekeeping and auditing of timekeeping procedures
• Coordinate SOX Control Documentation and response to quarterly audits, ensuring proper information is produced timely for auditors
• Develop and support HR Coordinator in day-to-day HR Operations
• Manager performance management process
• Manage bonus administration

Talent Management:

• Assist with hiring activity as needed; support diversity recruitment and staffing initiatives – work with CoE Talent Acquisition (TA) to guide and enhance recruiting activity and efforts
• Develop employment terms for new hires, promotions and transfers and work with TA CoE to recommend process improvements and/or practices that promote ideal talent attraction and retention
• Provide guidance and input on departmental restructures, workforce planning and succession planning; co-develop workforce planning programs with the business and coordinate where necessary with Talent Management (TM) CoE; lead the succession planning program for UGI Energy Services below the executive level and support efforts with the TM CoE for executive succession planning
• Identify training needs for departments and individual executive coaching needs and coordinate with TM CoE
• Collaborate with TM CoE to ensure training objectives are met and review results of post training gap analyses as it makes sense
• Manage or complete special projects and/or initiatives as assigned
• Participation in cross-functional groups
• Participate in testing of new/updated functionality in People Connect and HR-related systems

Knowledge, Skills, Abilities:

• In depth knowledge of human resources, employee and labor relations policies, practices, and procedures
• Compensation policy, wage and hour laws, FLSA, FMLA, ADA, ADEA, EEO/AAP policy and procedures; familiarity with NLRB
• Recruiting, interviewing, staffing guidelines, etc.
• Current applicable regulations/laws governing all aspects of Human Resources activity

Education and Experience:

• Bachelors Degree
• 10 years of progressive Human Resources Business Partner experience
• PHR preferred not required

PI