Senior HR Business Partner: Classification and Recruitment Compensation - Albany, NY
New York is leading the nation in the fight on global climate change and the transition to a clean energy-powered economy. With the passage of the Climate Leadership and Community Protection Act (Climate Act) 
, New York has codified the most aggressive climate change program in the nation with goals to reach zero carbon emissions in the electricity sector by 2040; install 9 gigawatts of offshore wind by 2035, 10 gigawatts of solar by 2030, and 6 gigawatts of energy storage by 2030. With the recent approval of the Climate Action Council’s final Scoping Plan, we have a strong framework to achieve an 85% reduction in GHG emissions from 1990 levels by 2050, and eventually net zero emissions economy-wide.
- Attract the private sector capital investment needed to expand New York’s clean energy economy
- Overcome barriers to using clean energy at a large-scale in New York
- Enable New York’s communities and residents to benefit equitably from energy efficiency and renewable energy
Job Overview
The Senior HR Business Partner performs complex professional, administrative, and supervisory work in the Human Resources Department. The role is responsible for managing all aspects of NYSERDA’s classification and recruitment compensation area. Work includes supervision of staff and the management of classification, recruitment compensation, position management systems, and HR Generalist scope of work. Work is measured according to broad objectives and is reviewed through ongoing dialogue and status updates.
Primary Responsibilities
- Provides direction with major classification maintenance projects leading to assignment of positions to existing classifications and the creation of new or revision of existing classification specifications. Conducts and/or reviews findings of job audits. Reviews and recommends approval/denial of staff requests for job evaluations. Oversees the creation and approval of new or revised job descriptions. Determines FLSA exemption status for new or revised positions.
- Participates and/or assists in the review and revision of personnel rules and procedures which impact classification and compensation functions. Interprets personnel policies and procedures. Confers with and advises Business Unit Leaders and Officials concerning position changes and other classification and compensation issues.
- Plans, assigns, and manages the work of staff engaged in a variety of complex classification and compensation activities including job analysis, continuous audits, job description development and market salary analysis; confers on complex work problems.
- Conducts research, creates surveys and prepares reports of findings, and recommendations for improvements in practices and procedures as applicable. Develops ad hoc reports and executive summaries. Performs or directs other reporting as required.
- Submits input on new and/or revised employment practices and procedures. Formulates and implements practices, rules, techniques, and procedures to improve organizational efficiency; assists in establishing policies.
- Establishes and administers the preparation, revision, and maintenance of NYSERDA’s classification and compensation plans. Oversees salary surveys; analyzes and recommends internal salary relationships between classifications and ranges. Oversees the approval of all personnel actions resulting in a change of pay.
- Interprets classification actions, pay administration policies, survey techniques and salary recommendations for employees, including business unit leaders. Monitors and interprets changes in laws and regulations affecting compensation; implements policy and procedural changes.
- Oversee day-to-day activities of assigned subordinates, ensuring focus, efficiency, and quality, on-time results.
- Work with the HR team to identify and pursue opportunities to streamline processes, leverage the full power of automated tools, update policies, and creatively update professional development and performance management programs focusing on the highest-value activities.
- Work with the HR team to identify and pursue opportunities to streamline processes, leverage the full power of automated tools, update policies, and creatively update professional development and performance management programs focusing on the highest-value activities.
- Performs other HR generalist duties as assigned.
Minimum Qualifications
- Requires a bachelor’s degree in Human Resource Management, or related field and seven years of experience in Human Resources.
- Operating standard office equipment and using required software applications to produce correspondence, reports, electronic communications spreadsheets, and databases.
- Maintains current knowledge of all federal, state, and local statutes and regulations related to classification/compensation administration.
- Ability to work autonomously and effectively in a fast-paced, complex, multi-tasking virtual environment.
Preferences
- Master’s degree, preferred.
- SPHR and/or Certified Benefits, preferred.
Salary
Candidates will be considered based on qualifications and experience. The salary range is $105,500 - $133,319. An excellent benefits package is offered.
Please submit one file for the Senior HR Business Partner: Classification and Recruitment Compensation job #781, that includes both your cover letter and resume.
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