Senior Talent Business Partner

Welcome to the intersection of energy and home services. At NRG, we’re all about propelling the next generation of leaders forward. We are driven by our passion to create a smarter, cleaner and more connected future. We deliver innovative solutions that make our customers’ lives easier—helping them power, protect, and intelligently manage their homes and businesses. To do this, we need creative and talented people to join our company.

We offer a dynamic work environment and a unified and inclusive culture. NRG fosters a strong sense of belonging that leads to better collaboration and business performance. Our company programs are designed to help employees develop the skills they need for success now and in the future. In everything we do, we aim to champion our employees and bring value to our customers, investors and society.

More information is available at  Connect with NRG on Facebook, Instagram, Linked In and X.

NRG is seeking a Senior Talent Business Partner to support its Corporate functions, specifically the Technology and Growth & Policy organizations. This role provides HR consultation and guidance to managers and employees and supports the implementation of People programs aligned with business needs.

The Senior Talent Business Partner partners with managers and leaders to support initiatives and activities tied to the employee life cycle, including day to day support, organizational change, organizational design, workforce planning and restructuring activities. Working within established direction, the role coordinates workforce data, documentation, communications, stakeholder activities, and implementation plans to help facilitate effective organizational transitions.

The role also supports employee engagement, talent management, compensation, acquisitions and integrations, process improvement, project management, data analysis, and reporting. An effective Senior Talent Business Partner independently executes and implements People programs that strengthen workforce performance and organizational effectiveness.

• Provide day-to-day HR consultation and recommend solutions consistent with established policies, programs, and business needs.
• Provide coaching and guidance to managers and employees regarding policies, procedures, performance, employee relations, and talent programs.
• Support talent reviews, succession planning, engagement surveys, and employee development and recognition programs.
• Partner with L&D to identify training needs and assist the L&D function in aligning training programs with business needs objectives.
• Support recruitment activities, including job descriptions, compensation reviews, approvals, interview preparation, and interviews for key roles.
• Recommend and perform quality control procedures as defined to ensure accurate and compliant records, including records related to promotions, job transfers and new hires. Maintain open position and workforce planning details.
• Manage and resolve employee relations matters in accordance with established policies, procedures, and applicable employment laws, escalating complex or highly sensitive matters as appropriate.
• Coach managers on effective performance documentation and support the resolution of performance and behavior concerns.
• Ensure compliance with employment laws/regulations and assess progress against company EEO/Affirmative Action goals and support the company’s diversity & inclusion goals.
• Support organizational design and restructuring activities by coordinating workforce data, documentation, communications, stakeholder activities, and implementation plans.
• Partner with a variety of Centers of Excellence (COEs) to drive and implement HR initiatives forward, and process improvements within the…