Human Resources - Senior Human Resources Business Partner

Talent Acquisition · Remote, United States

Franklin Energy is redefining the clean energy future as the only integrated provider of comprehensive solutions, combining unmatched expertise in strategic consulting, program delivery, product solutions, and design/build services. Powered by our advanced AI-driven technology platforms, we deliver seamless, tech-driven support across the entire energy service ecosystem to accelerate impactful change and ensure an unmatched customer experience. Since 1994, Franklin Energy has been a trusted partner in protecting communities and our planet, paving the way for a sustainable future for all. The Senior Human Resources Business Partner (Senior HRBP) serves as a trusted strategic and hands-on advisor to leaders across all organizational levels, from first-line managers through executive leadership. This position aligns people strategies with business priorities, anticipates workforce and organizational needs, and delivers practical solutions across employee relations, organizational design, workforce planning, performance management, leadership development, and change management. The Senior HRBP applies sound judgment and consistent policy interpretation while collaborating with stakeholders to achieve effective, legally compliant business outcomes. The role supports multi-state operations and requires demonstrated working knowledge of employment laws and related HR practices.

This list of duties and responsibilities is not all-inclusive and may be expanded to include other duties and responsibilities, as management may deem necessary from time to time.
Strategic Business Partnership and Organizational Effectiveness

Build trusted relationships with first-line managers, middle management, senior leaders, and executives; provide proactive coaching, sound counsel, and solutions aligned with business objectives.
Understand assigned business units operations, financial drivers, staffing models, performance goals, and future needs; translate business priorities into actionable people plans.
Partner with leaders on workforce planning, staffing priorities, talent risks, organizational effectiveness, retention, and succession strategies; use HR metrics and business insights to inform decisions.
Utilize business insights and workforce data to identify risks, opportunities, and strategic solutions.
Ensure consistent application of policies, employment practices, and compliance requirements.
Advise on change management, employee communications, promotions, transfers, and separations.
Coordinate approved employee changes with Talent Acquisition, Dayforce, Compensation, Payroll, Benefits, Legal, and business leaders to ensure accurate system updates, approvals, documentation, communications, and effective dates.
Advise leaders on change communication, manager talking points, employee transitions, redeployment, promotions, transfers, and, when applicable, compliant separation processes; identify and mitigate people-related risks.
Talent Development, Performance, and Leadership Coaching

Guide managers in creating, documenting, implementing, and monitoring Individual Development Plans (IDPs), career development plans, and leadership development actions with measurable goals and follow-up.
Advise on performance expectations, coaching, feedback, performance improvement plans (PIPs), corrective action, and accountability, ensuring consistency, documentation, and appropriate review.
help convert outcomes into practical action plans.
Identify capability gaps, training needs, and opportunities for cross-training; collaborate with learning partners and managers to evaluate development effectiveness.
Coach managers through difficult conversations, team dynamics, employee engagement, and retention challenges; support stay interviews and action planning.
Employee Relations, Policy, and Employment Law Compliance

Provide strategic guidance on complex employee relations matters, investigations, and workplace concerns.
Ensure compliance with employment laws, regulations, and company policies.
Partner with HR leadership and Legal on risk assessment, policy updates, employee communications, and resolution of sensitive issues.
HR Operations, Collaboration, and Continuous Improvement

Collaborate across HR functions on staffing strategies, hiring priorities, internal movement, job descriptions, offer considerations, and transitions; Leverage workforce analytics to inform decision-making and drive business outcomes.
Lead or contribute to cross-functional HR initiatives, process improvements, manager education, change management, and communications.
Bachelors degree in Human Resources, Business Administration, or related field, or equivalent combination of education and experience.
~8+ years of progressive human resources experience, including substantial HR business partnering, employee relations, organizational change, and leadership consultation experience.
~ Working knowledge of California employment laws, including wage and hour, leave administration, accommodation, and employee relations practices.
~ Demonstrated experience supporting reorganizations, workforce transitions, performance management, development plans, and talent/succession planning.
~ Working knowledge of multiple HR disciplines and applicable federal and state employment laws; Strong business acumen and ability to influence leaders at all levels.
Executive presence and ability to build trusted partnerships across the organization.
Expertise in employee relations, leadership coaching, workforce planning, and change management.
Sound judgment balancing business objectives, employee experience, compliance, and risk.
Strong analytical, communication, facilitation, and project management skills.
Proficiency with Microsoft Office, HRIS systems, and workforce analytics.
Ability to manage multiple priorities in a fast-paced, multi-state environment.
Travel Requirements
~ Willingness to travel up to 50%.

The final offer will be determined based on relevant experience, skills, qualifications, internal equity, geographic location, and business needs. Franklin Energy offers a comprehensive benefits package, including medical, dental, and vision coverage; retirement benefits; paid holidays; Note: Reasonable accommodations may be made for individuals with disabilities to perform the essential functions of this position.

Because many roles at Franklin Energy involve regulatory compliance, safety responsibilities, or professional licensing requirements, it is critical that interview responses reflect the candidates direct knowledge and experience. Misrepresentation of technical or safety qualifications may result in immediate removal from consideration.

These tools are intended to support fair and consistent review and do not replace human judgment in hiring decisions. All evaluations are conducted in accordance with applicable local, state, and federal laws.