Company Profile:
Newport News Nuclear BWXT Los Alamos (N3B) manages the 10-year, $2.1 billion Los Alamos Legacy Cleanup Contract for the U.S. Department of Energy, Office of Environmental Management, Los Alamos Field Office.
N3B is a limited liability company owned by HII Nuclear Inc. and BWX Technologies, joined by our critical subcontractors Longenecker and Associates and Tech2 Solutions.
N3B brings operational discipline, proven approaches and predictable results to the Los Alamos Legacy Cleanup Contract.
Position Location:
This position is located in Los Alamos, New Mexico.
Los Alamos is a tight-knit mountain community that consistently ranks as one of Livability.com’s Best Small Towns in America. For two years in a row, Los Alamos County has ranked as the healthiest county in the nation according to a U.S. News report. The city is a top spot for outdoor enthusiasts as it has more than 120 hiking and biking trails, and residents enjoy easy access to the Pajarito Mountain Ski Area. Thanks to the University of New Mexico-Los Alamos’ presence in the area, Los Alamos also has a college-town vibe that’s a major draw for young professionals, families and retirees.
Summary:
The HR Business Partner (HRBP) is both a strategic and hands-on role that will be an integral part of N3B Human Resources (N3B HR).
Responsible for managing a range of activities related to labor/employee relations. Administers and interprets various collective bargaining agreements, administers grievance procedures; provides labor relations support during contract negotiations; acts as a liaison between department managers and union representatives; provides advice and counsel to managers and supervisors regarding personnel practices, policy, and employment laws.
The successful candidate will work closely with theN3B HR team to implement human resources programs, policies, and practices The successful candidate will provide recommendations to the Director, Human Resources on development or revision of policies as appropriate. To be effective in this role, the HRBP must consistently demonstrate the interpersonal skills necessary to interact with employees and all levels of leadership. It is expected that the HRBP will engage with employees to confidentially address concerns and provide support to leadership, addressing labor relations and employee relations issues promptly. The HRBP will coordinate with resources from HR to work proactively through complex problems and formulate/propose actionable solutions to deliver integrated people solutions.
The position reports to the Director of Human Resources.
Essential Duties/Responsibilities (may include, but are not limited to):
Advanced understanding of HRIS systems such as ADP, etc., desired.
Minimum Qualifications (Knowledge, Skills, Abilities):
Education and Experience Required:
Level 3:
Bachelors' degree in appropriate discipline and at least 6 years of experience; however, a combination of education and relevant experience wherein the knowledge, skills and abilities to perform the position’s duties and responsibilities have been adequately demonstrated is acceptable.
Education Equivalency: 2 years of relevant experience for 1 year of college.
Certifications: SPHR preferred
Impact: Exerts some influence on the overall objectives and long-range goals of the organization. Erroneous decisions or failure to achieve objectives would normally have a serious effect upon the administration of the organization.
Business Associations: Represents organization as a prime contact on contracts or projects. Interacts with senior internal and external personnel on significant matters often requiring coordination between organizations.
Level 4:
Bachelors' degree in appropriate discipline and at least 10 years of experience; however, a combination of education and relevant experience wherein the knowledge, skills and abilities to perform the position’s duties and responsibilities have been adequately demonstrated is acceptable.
Education Equivalency: 2 years of relevant experience for 1 year of college.
Certifications: SPHR preferred
Impact: Effects of decisions are long-lasting and heavily influence the future course of the organization. Errors in judgment or failure to achieve results would result in the expenditure of large amounts of company resources.
Business Associations: Serves as consultant to management and special external spokesperson for the organization on major matters pertaining to its policies, plans, and objectives.
Benefits and Salary:
N3B offers all full-time employees a comprehensive benefits package that includes 401(k) with employer matching, medical, dental, vision, paid PTO, and more. Starting salary will be commensurate with experience and education.
Working Conditions and Physical Requirements:
Physical requirements conducive to a normal office environment. Job performance requires adequate visual acuity and manual dexterity for meeting the requirements of the discipline. Light work involves lifting no more than 20 pounds at a time with frequent lifting or carrying of objects weighing up to 10 pounds.
While working to achieve N3B LLCC objectives, the HR Business Partner will ensure all activities and operations are performed in a safe and deliberate manner to include protecting the confidentiality and integrity of Personally Identifiable Information (PII). This role will maintain required safety, security and operational training; assure procedural and regulatory compliance; and make safety, security and quality an integral part of every task; including taking the necessary steps to stop work if continuing the job is unsafe or compromises security.
Diversity & Inclusiveness:
N3B is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
N3B will ensure no applicant for employment or employee is denied equal opportunity because of race, color, religion, sex, gender identity, sexual orientation, pregnancy, status as a parent, national origin, age, disability (physical or mental), family medical history or genetic information, political affiliation, military service, or other non-merit based factors. These protections extend to all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, training, and career development programs.
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