Human Resources - Senior Human Resources Business Partner

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. 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.

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. Learn more at www.franklinenergy.com and join us in leading the clean energy revolution.

***Must reside in Moutain or Pacific Time Zone***

Position Summary

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.

Essential Duties and Responsibilities

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.

Organizational Change, Reorganizations, and Workforce Transitions

• Partner with leaders to design and execute organizational changes, restructures, and workforce transitions.
• Guide organizational design, job architecture, and workforce planning initiatives.
• 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.
• Lead or facilitate talent reviews/ calibration, succession planning, high-potential identification, and development discussions; 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.
• Promote fair, consist