HR Business Partner/ Senior HR Business Partner

The HR Business Partner/Senior HR Business Partner (HRBP) reports directly to the site HR Business Manager and provides day-to-day support and counsel to site employees in the following areas: administration of hiring, retention, termination, personnel records, legal compliance, compensation, benefits, and long-term staffing strategies. The HRBP helps ensure the consistent application of policies and procedures and is often a primary point of contact for employees and non-employees. Additionally, the 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. Member of the site emergency response team. **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,…