Human Resources Business Partner

Black Hills Energy is seeking a strategic Human Resources Business Partner to help business leaders translate people priorities into measurable organizational performance and stronger employee engagement. This hybrid role supports workforce planning and talent decisions across the business, with opportunities to drive meaningful change, partner on complex employee relations, and lead special projects.

Location: Pueblo, CO (hybrid)
Work model: Flexible schedule with the ability to work from home up to two days a week (subject to change based on company policies and leadership discretion)
Pay range: USD $97,150 to $160,150 per year (full pay range listed; pay may vary based on job-related factors and internal equity)

• Influence business decisions by interpreting workforce data, trends, and key performance metrics, and building recommendations and action plans grounded in data.
• Serve as the primary HRBP for assigned business leaders, providing strategic consultation on workforce challenges, organizational effectiveness, talent strategies, and business initiatives.
• Provide guidance on complex employee and labor relations matters, balancing employee experience, contractual obligations, business objectives, and risk management.
• Support leaders through organizational change initiatives, restructures, workforce transitions, and culture-focused programs, including communication strategy, change readiness, employee impact assessments, and risk mitigation planning.
• Interpret employment laws, regulations, policies, and collective bargaining agreements in line with business needs and operational objectives, identifying organizational risk and recommending proactive solutions.
• Partner with leadership on workforce and talent strategy, including workforce planning, succession planning, organizational design, and talent development.
• Collaborate with Labor Relations on grievance administration, contract interpretation, negotiations, arbitrations, and related workforce issues.
• Coach leaders on performance management, employee development, team effectiveness, and leadership best practices, supporting clear communication between employees and leadership.
• Advise on investigations, performance management, corrective action, and involuntary separations to support fair, consistent, and legally compliant outcomes, including serving as an investigator on employment relations matters.
• Maintain current knowledge of HR policies and procedures, collective bargaining agreements, laws and regulations, and industry developments to ensure accurate guidance across the organization.
• Lead and assist with special projects, and represent the company in civic, industry, and professional organizations.
• Travel to field locations and build strong rapport with leaders and employees.

• Bachelor’s degree in Human Resources, Business, or related field; or equivalent combination of education and experience.
• Minimum of 7 years of HR experience.
• Knowledge of employee and labor relations principles and methods, basic compensation, staffing and recruiting, safety, and training and development.
• Knowledge of EEO guidelines and labor law as appropriate.
• Strong problem identification and resolution skills, with the ability to make decisions independently and apply independent judgment.
• Excellent oral and written communication, interpersonal, persuasive, leadership, and negotiation skills to work across all levels of management and staff and engage external customers; ability to listen and synthesize information.
• Ability to inform, educate, and influence employees to support corporate goals and initiatives.
• Ability to evaluate, analyze, and quantify the financial impact of issues.
• Comfort using technology to provide data to business…