Human Resources Business Partner I or II

We need to output HTML fragment with sections: About the role? The posting includes Position Summary, Education, Training And Experience, Licenses and/or Certifications, Essential Duties & Responsibilities, Decision Making Authority, Core Competencies, Salary Information, Benefits, Travel Required, etc. We must use

for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should map content to these headings appropriately. The instruction: "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we should use those exact headings? It says e.g., meaning examples; we can use those headings if they match content. We need to include a section only when posting has real, specific content for it. So we need sections like About the role (position summary), Responsibilities (essential duties), Requirements (education, training, experience, licenses), Qualifications (maybe core competencies?), Skills (maybe software), Benefits, Pay, Schedule (maybe travel? but schedule not present). We should not create sections with filler. We must not repeat job title as heading. Do not put Job ID/requisition numbers as headings. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. So we should omit the EEO statement at end, accommodation request, etc. Also remove "If you are an individual with a disability..." and "Nebraska Public Power District is an Equal Opportunity Employer". Also remove "Travel Required: 25% to 50%" maybe we can include under Schedule? But schedule not present; travel is not schedule. Could we put travel under a section? Not listed. Could we omit travel? The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." Travel is not Pay/Schedule/Benefits, but we could include it under a generic section? Not required. Probably better to omit travel if not fitting headings. But we could include under "Schedule" if we interpret travel as schedule? Not ideal. Safer to omit travel. We need to preserve all substantive information. So we need to include salary info, benefits, etc. Let's extract substantive content: - Position Summary: description of HRBP I role, development goal, aligning business objectives, consultant, employee champion, change agent, assesses needs, communicates needs, provides first-line professional level strategic HR support, functional areas: employment, recruiting, employee relations, coaching/counseling, workforce planning, workforce risk analysis, succession planning, training on HR programs. Acts as consultant in behavior modification, conflict resolution, position profile development, pay administration. Ensures compliance with legal and corporate guidelines. HRBP I more transactional, developing to strategic HRBP II. Oversight needed for new HRBP I. Incumbent relied upon as standard-bearer of policy adherence. Accountability, honesty, trustworthiness key. - Education, Training And Experience: HRBP I: Bachelor's degree in HR, business, or related field strongly preferred. Combination of post-secondary education and direct HR experience equivalent to seven years may substitute (example: Associates = two years + five years HR experience). For Bachelor's degree, minimum two years direct HR-related experience in areas: recruiting, consulting, performance management, investigations, EEOC/Affirmative Action, ADA, FLSA. HRBP II: Bachelor's degree required. Four years direct experience as NPPD HRBP I may substitute for education. Minimum four years direct HR-related experience in same areas. - Licenses and/or Certifications: PHR, SPHR, SHRM-CP, SHRM-SCP, or other HR related certification desirable. Not required but achievement demonstrates progress and could be factor for advancement to HRBP II. - Essential Duties & Responsibilities (list): Serve as consultant and strategic resource to internal customers in areas: behavior modification, conflict resolution, workforce and succession planning, workforce risk analysis, organizational development, harassment/discrimination, pay administration, disciplinary issues. Assist in workforce investigations. Recommend solutions to Business Unit Managers concerning HR issues. Represent business units at corporate HR level. Collaborate with Compensation Business Partners in creating/updating position profiles. Direct recruiting process for open positions in respective business unit by coordinating recruitment activities. Participate on interview teams, conduct new employee orientations, serve as resource to new employees with periodic follow-up. Administrate job offers and associated processing for new hires, transfers, terminations, including exit interviews. Assist with Affirmative Action Program reporting requirements and utilize statistical info to develop recruiting sources. Maintains expertise for staffing within supported business unit. Assist with Worker's Compensation, Return-to-Work, and LTD cases. Identify situations of concern and coordinate resolution with business unit and FMLA/ADA and Worker’s Compensation Specialist. Act as EAP contact person and provide support in crisis situations. Expected to be skilled in use of HR-related software programs (SuccessFactors; SAP; SharePoint; Outlook; etc.) and will utilize personnel info to develop routine and special reports for business units. Will provide facilitation on use of programs related to HR information. (Continued) Serve as business unit expert regarding HR guidelines and regulations. Provide training on HR programs such as performance management, FMLA, sexual harassment prevention, EEO compliance. Provide coaching and serve as resource to supervisors and provide training to all new supervisors. Proactively provide information on HR-related topics to leadership teams within assigned business unit. Provide facilitation for departments for activities such as conflict resolution, goal setting, or survey follow-up. Maintain general working knowledge of employment law practices, and partner with NPPD’s General Counsel when necessary. Is an active member of business unit leadership team while administering HR policies and procedures. Provide support for special HR projects and fill in for other HRBPs as needed. Makes recommendations to HR Management on how to improve processes throughout HR relating to work responsibilities. Participate on special projects team and develop HR policies on an as-needed basis. Act in a training role for the organization as needed. HRBP I intended as development role to prepare individual to ascend to HRBP II; incumbents expected to be actively working to obtain skills/experience necessary to advance. In addition to above, HR Business Partner II also responsible for: Build trust-inducing relationships with employees and management across District to effectively capture and develop recommendations to promote voice of employee into strategic planning. Work in close partnership with Security on insider threat mitigation programs. Serve as technical resource to HRBP I. Creates and modifies policy/procedures and standards within HR. Lead or co-lead special HR projects. Promote beneficial change and responsible for continuous process improvement within work responsibilities to align HR and business unit goals, objects, and needs. Accountable for other duties as assigned. - Decision Making Authority: Responsible for identifying and selecting best qualified applicants to refer to managers and supervisors per District's policies, procedures, EEOC/Affirmative Action Programs. Utilizes HR tools to make decisions related to need for actions and communications. HR Business Partner II: Serve as technical resource to HRBP I. Creates and modifies policy/procedures and standards within HR. Lead or co-lead special HR projects. Promote beneficial change and responsible for continuous process improvement within work responsibilities to align HR and business unit goals, objects, and needs. - Core Competencies: Customer Focus, Employees & Teamwork/Diversity & Inclusion, Integrity/Excellence, Public Service/Environmental Stewardship, Safety. - Salary Information: Nebraska Public Power District offers competitive starting salary with opportunities for growth. In addition to base salary range listed below, NPPD employees may also be eligible for Annual Incentive Program (AIP) that may supplement total compensation at level above and beyond stated salary range. Successful applicants will be provided more info regarding incentive program at time of interview. Pay Grade HR Business Partner I: Pay Grade 12 Monthly Pay Grade HR Business Partner II: Pay Grade 14 Monthly Typical Pay Grade Starting Salary Range HR Business Partner I: $6,477 - $8,096 per month HR Business Partner II: $8,218 - $10,478 per month - Benefits: Nebraska Public Power District offers a competitive starting salary and an excellent benefits package including medical and dental insurance, 401K retirement plan, paid holidays, paid vacation, paid medical, training opportunities and more. - Travel Required: 25% to 50% (with no or minimal overnight stays, less than 3 per month, typically within state of Nebraska). Travel required may fluctuate by business need. This is an estimate and will be discussed further with candidates that receive an interview. We should not include accommodation request or EEO statement. Now we need to map to headings: About the role (position summary), Responsibilities (essential duties), Requirements (education, training, experience, licenses/certifications), Qualifications (maybe core competencies?), Skills (software proficiency), Benefits, Pay, Schedule (maybe travel? but schedule not present; we could omit Schedule). The instruction says "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't require we use all; we should include only those with real content. So we can include About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay. Schedule we could omit because no schedule info (hours/shifts). Travel is not schedule; we could maybe include under Responsibilities? Not appropriate. Better to omit Schedule. We need to preserve all substantive information; we must not lose travel info. If we omit Schedule, we lose travel info. But maybe we can include travel under Responsibilities? Not really. Could we create a "Travel" section? Not in allowed headings but maybe we can still use

for any heading; the examples are just examples. The instruction: "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It suggests we can use those headings, but not limited to them? It says "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they want us to use those headings for sections. So we should stick to those headings. Travel is not schedule; maybe we can incorporate travel info into Responsibilities? Not ideal but maybe we can add a bullet under Responsibilities about travel? The posting includes travel required; it's a substantive detail. We could add a bullet under Responsibilities: "Travel required: 25% to 50% (with no or minimal overnight stays, less than 3 per month, typically within Nebraska)." That preserves info. Similarly, we might need to include "Decision Making Authority" and "Core Competencies". Those could go under Qualifications or Skills? Decision Making Authority could be part of Responsibilities? It's a separate aspect. Could we include under Responsibilities? Might be okay but we risk losing detail. However we could create a section "Qualifications" for core competencies and decision making? Hmm. Better to follow the instruction: Use headings from the list. So we have: - About the role (position summary) - Responsibilities (essential duties & responsibilities) - Requirements (education, training, experience, licenses/certifications) - Qualifications (core competencies? maybe also decision making authority?) - Skills (software proficiency) - Benefits - Pay We need to ensure we include all substantive info. Let's extract each: About the role: Position Summary paragraph(s). We'll combine into a few paragraphs. Requirements: Education, Training And Experience + Licenses and/or Certifications. Qualifications: Core Competencies list (Customer Focus, Employees & Teamwork/Diversity & Inclusion, Integrity/Excellence, Public Service/Environmental Stewardship, Safety). Also maybe Decision Making Authority? But