GENERAL SUMMARY INFORMATION

Under the supervision of the HR Manager, the Senior Human Resources Business Partner (SRHRBP) is responsible for aligning business objectives with employees and management through day-to-day interaction. The position formulates partnerships across the Island Energy Services Downstream business unit while delivering value-added service to management and employees.

Desired competencies include accuracy, attention to detail, and a proven ability to interact with all levels of the organization with a high degree of professionalism. The ideal candidate must be able to establish priorities under tight deadlines and have a proven track record as a motivated, self-starter who can work on multiple projects and priorities within a fast-paced environment. Incumbent is expected to have sound knowledge of Human Resources Information Systems, Learning Management Systems, and Microsoft Office Suite programs. Prior relevant experience in energy, manufacturing or retail industries are highly desirable.

ESSENTIAL FUNCTIONS

1. Talent Acquisition & Employee Onboarding

• Partners with hiring managers and key stakeholders to plan and execute recruitment strategies for the Downstream business unit.
• Supports strategic workforce planning by identifying current and future talent needs and assisting in talent pipeline development.
• Manages recruitment cycle of new Downstream employees (including advertising, selection and interview of candidates, employment offers, pre-employment appointments and onboarding coordination).
• Participates and attends career fairs and manages pre/post recruitment planning.
• Administers the comprehensive new hire documentation process, ensuring all required forms (e.g., I-9, W-4, state-specific forms, company policies) are accurately completed, submitted, and filed. This includes the timely and compliant distribution of initial COBRA General Notices to all eligible new hires and their covered dependents, ensuring adherence to federal regulations and company policy.
  

2. Leave Management & Disability

• Manages leave of absence program and disability claims (FMLA, HFLL, TDI, STD and LTD) including employee relations and outreach.
• Regularly communicates with employees and Supervisors, and assists employees with the return-to-work processes.
• Responsible for timesheet entries while employee is on medical leave status.
• Keeps HR Team appraised of payroll and return to work status.
  

3. Employee Relations & Performance Management

• Provides day to day performance management guidance to line management (e.g. coaching, counseling, career development, disciplinary action, etc.).
• Collaborates with HR leadership to support investigations and conflict resolution.
• Assists as a point of contact for routine union employee inquiries, directing complex issues to appropriate HR or management personnel.
• Works closely with management employees to improve work relationships, build morale and increase productivity and retention. Provides HR policy guidance and interpretation.
  

4. Learning & Development/Workforce & Succession Planning

• Supports and manages professional development requests and identifies training needs for workforce planning and succession planning.
• Facilitates the logistical planning and execution of various HR Training and Development initiatives.
• Participates in evaluation and monitoring of training programs to ensure success.
  

5. Compliance – Drug & Alcohol Program Administration

• Administer IES’ Alcohol and Drug Program for Downstream business units including monthly random drug testing program.
• Manages post-accident/incident and pre-employment drug testing.
• Serves as liaison with testing providers and ensures timely documentation and reporting.
• Maintains program records and supports periodic audits or updates to procedures.
  

6. Benefits Administration & HR Program Coordination

• Assists with the coordination of Employee Open Enrollment, including preparing communication materials and coordinating informational sessions and onsite Benefits fairs.
• Facilitates the logistical planning and execution of various HR Benefits and Wellness program initiatives.
• Supports administration of IES’ Benefits program.
• Responsible for monthly billing/invoices and reconciliations with payroll/Dayforce.
  

7. HR Analytics & Policy Guidance

• Analyzes trends and metrics for HR reporting.
• Provides general policy guidance to stakeholders, escalating complex matters to HR leadership.
• Participates in periodic review and updates of internal HR procedures and handbooks.
  

8. Teamwork & Collaboration

• Works effectively with coworkers and others by sharing ideas in a constructive, positive manner, listening to and objectively considering ideas and suggestions from others;
• Keeping commitments and keeping others informed of work progress and issues;
• Addressing problems and issues constructively to find mutually acceptable and practical solutions;
• Respecting the diversity of the IES workforce in actions, words and deeds.
  

9. Safety Compliance

• Maintains commitment to a high standard of safety, comply with all safety laws and IES safety policies/rules

• Reports actual and potential safety violations to appropriate supervisory or management personnel.

OTHER DUTIES

1. As needed performs tasks to serve as backup for other staff in their absence.
2. Performs other duties consistent with the scope of the position.

PAY AND BENEFITS

Island Energy Services offers a competitive salary that commensurate with qualifications and experience. The hiring annualized salary range for this position is $100,000 to $130,000.

IES offers to all eligible employees a top-tier comprehensive health and welfare benefits package to include up to full family medical, dental and vision from day one of employment. We offer paid vacation, paid sick leave, holidays, 401k and generous employer matching, group life and AD&D coverage, supplemental voluntary insurance options, flexible spending, and much more!

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit. The employee frequently is required to use hands, hands to finger, handle, or feel objects, tools or controls to talk or hear. The employee is occasionally required to stand; walk; reach with hands and arms; and stoop, kneel, crouch or crawl. The employee must frequently lift and/or move up to 20 pounds and occasionally lift and /or move up to 30 pounds. Specific vision abilities required by this job include close vision, color vision, depth perception and the ability to adjust focus.

SPECIAL REQUIREMENTS

Employment is contingent upon successfully passing an employee reference check, drug test, criminal background check and a five-year motor vehicle history check. This is an exempt position under FLSA regulations.