Human Resources Generalist

At Mitsubishi Power, we're not just building better clean energy technologies; we're architecting a better future. Our team is boldly redefining power generation to accelerate the world's energy transition. We operate as one team, pushing toward our vision of the future. We value problem solvers, prioritize collaboration, and support each other in an inclusive culture built on accountability and authenticity by demonstrating our values:
Safety, Family, Innovative, Inclusive, Accountable & Courageous. Together, we’re building the future we all aspire to - making net zero a reality.

The Human Resources Business Partner (HRBP) serves as a trusted advisor to leaders, translating HR strategy into practical execution for a dynamic advanced manufacturing facility supporting more than 350 employees engaged in turbine component manufacturing and repair. The HRBP provides consultative leadership across employee relations, performance and talent management, workforce planning, recruiting strategy, compensation decisions, organizational change, and policy interpretation. This role independently handles complex employee relations matters, converts workforce insights into action, and influences hiring, promotion, and development opportunities.

Work Location: This position will be based at the Orlando Service Center (OSC) and is expected to work onsite five (5) days per week. After the first 90 days of employment, the opportunity to work remotely one (1) day per week may be considered based on performance, business needs, and operational requirements.

• Serve as a trusted advisor to leaders, translating business and HR strategy into actionable people plans and solutions.
• Coach leaders on performance management, talent reviews, employee development, succession considerations, and difficult talent decisions.
• Lead complex employee relations cases and workplace investigations independently, recommending appropriate and consistent actions.
• Interpret and apply company policies and sound judgement and decision making in ambiguous situations while balancing business needs, employee considerations, risk, and precedent.
• Advise leaders on hiring, promotions, compensation decisions, corrective actions, organizational changes, and employee exits.
• Identify emerging workforce trends, organizational risks, and talent needs and provide recommendations that support business objectives and future workforce readiness.
• Partner with leaders on workforce planning, organizational capability, staffing needs, and workforce stability initiatives.
• Lead execution and support adoption of core HR programs for assigned business groups, including performance management, employee engagement, and talent processes.
• Partner with Talent Acquisition and business leaders to develop recruiting strategies, define role requirements, and support selection and offer decisions.
• Analyze workforce metrics, engagement results, turnover trends, and other HR data; convert insights into clear recommendations and actions.
• Lead or support small-scale organizational changes and reorganizations, including change planning, leader coaching, and employee communications.
• Advise on compensation offers and individual compensation changes in accordance with established guidelines and internal equity considerations.
• Collaborate across the HR team and Centers of Excellence to deliver consistent, practical, and business-focused solutions.
• Monitor outcomes such as engagement, regrettable attrition, talent readiness, and workforce stability, and adjust plans as needed.
• Support and communicate the mission, values, and culture of the organization.
• Maintain the highest degree of honesty, integrity,…