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A global award winning Energy Management organisation have retained Prism Executive to appoint a HR Operations and Business Partner Manager for their US business based in Virginia USA. The appointee will have a strong focus on providing a HR service to the business and its employees through partnering with the business. The role will support the Human Resources strategic agenda, participating in change initiatives and continuous improvements enhancing the overall people services offering and working to proactively ensure HR adds value

A critical appointment to the Global HR team, the role holder will make massive inroads across the global ecosystem instilling a best in class HR operations and Business Partnering processes, be seen as the subject matter expert and influence internal and external stakeholders across all geographies and markets in North America. Responsible for overseeing and managing all HR operational functions for the US.

Their values are Service Excellence + Quality + Innovation + Partnership

  • Quality: Strive for technical excellence and high-impact results.

  • Innovation: Being innovative to achieve exemplar solutions.

  • Partnership: Building mutual trust and dependability.

What will you do?

  • You will build positive relationships and partner with the business and functional colleagues to ensure consistency and best practice as well as ensure effective communication with stakeholders.

  • Ensuring contracts are reviewed regularly against best practice standards and are issued in a timely manner for all new hires.

  • Play key role in rolling out the performance appraisal and review process to include employee and manager and self-evaluation, performance measurement, top talent identification, calibration, succession planning and objective setting

  • Support Line Managers in all aspects of the annual compensation process to include review of benchmarking data, position grading, compensation proposals and approvals

  • Reviewing ongoing employee engagement data, interpreting results, coaching managers, and ensuring a thorough follow up process focusing on key actions and deliverables

  • Ensure all employees receive the appropriate level of upskilling, training and development and assist with the development of appropriate career pathing across the teams.

  • Provide expertise and guidance for managers across the HR systems and tools landscape including talent management, absence management and other all HR policies and procedures.

  • Generate regular HR reports and dashboards for leadership meetings tracking headcount trends, employee turnover, engagement scores, diversity, absence trends and other related items

  • Support managers through the performance management process to include the management of disciplinary processes, grievance procedures and performance improvement plans where required

  • Work with Talent Acquisition to continually improve and enhance the Onboarding and Offboarding processes

  • Help to roll out groupwide DE&I initiatives across all US locations where applicable

  • Play key role in instilling the company values across the organization and ensuring they are deeply embedded in all key HR processes

  • Supporting the merit-based nomination process for Commercial employee participation in incentive and related programs

  • Review current contracts and implement changes where needed for any employees where contractual anomalies are found or improvements /changes are needed.

  • Responsible and accountable for the timeliness, accuracy and operational delivery of the end-to-end payroll processes.

  • Ensure benefits are reviewed and administered and any new schemes introduced are implemented effectively.

  • Responsible for ensuring compliance with all HR/ Employment related legislation at both Federal and State level, including timekeeping, pay, policy and process regulations where applicable.

  • Ensure all employee queries are dealt with within the agreed SLA and the inhouse ticketing system is effectively used to support same.

  • Continuous evaluation of internal processes to improve efficiency, simplification, and employee experience.

  • Use data / reporting to showcase performance and impact.

  • Work collaboratively within the wider Global HR team to ensure HR projects are delivered successfully across the business for example the implementation of a HRIS, implementation of new policies like sick pay, flexi-time, benefits.

  • Manage employee relations issues and related investigations and escalate where needed to ensure risks are managed and employees and managers are supported.

  • Coach managers in best practices in relation to managing employee relations issues.


  • Knowledge of HR operations function including experience/background in operating procedures, operating model, and policy / process development

  • Strong knowledge of end-to-end Payroll processes.

  • Proven experience of Federal and State Employment / HR legislation, regulation & laws with experience of writing appropriate policies and coaching managers on their responsibilities in relation to same.

  • Ability to analyse/ reconcile multiple data points and be able to articulate and present findings.

  • Strong organization skills and ability to prioritize deliverables for oneself and others.

  • Ability to develop strong partnerships with colleagues across the business.

  • A self-motivated and result-oriented individual with an ability and experience to manage and motivate others.

  • High attention to detail and the ability to work under pressure within tight deadlines.

  • Ability to make sound business decisions and understand when to escalate issues

  • Must be flexible and adaptable to changes in procedures, processes, and systems.

  • Strong customer focus and strong communication skills with the ability to articulate complex processes or decisions to a variety of audiences.

  • Previous experience with Workday an advantage but not essential

  • Project management experience preferred, not essential.

  • Previous experience in a large global multi-national


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