Human Resources Business Partner

Black Hills Energy is people powered and purpose driven. Our team uses the power of energy to improve life for over one million customers in 800+ communities across the West and Midwest. We seek talented, caring people who embody our core values and contribute to a culture of inclusion and growth. As an organization, we believe the best part of working on our team is our commitment to making tomorrow better than today-for our customers, communities and each other.

The Human Resources Manager serves as a strategic Human Resources Business Partner (HRBP) to business leaders, aligning people strategies with organizational objectives to drive business performance, workforce effectiveness, and employee engagement. This role collaborates closely with executives, operational leaders, and employees to provide consultative support in workforce planning, talent management, leadership development, organizational design, employee and labor relations, change management, compensation, and compliance.

The role serves as a trusted advisor to leaders while fostering a high-performing, engaged, and inclusive workplace culture. This position balances strategic partnership with operational support to ensure both business objectives and employee needs are successfully achieved.

Pay Range: $97,150 - $160,150 (This posting includes the full pay range for this position. Pay is based on a number of factors and may vary depending on job-related knowledge, skills, experience, and internal equity.)

Reporting Relationship: Senior Human Resources Manager

Location: Pueblo, Fountain or Palmer Lake, Colorado

Be part of a supportive organization that values work-life balance! Enjoy a flexible work schedule with the ability to work from home up to two days a week. Please note, this benefit is subject to change based on company policies and leadership discretion.

Relocation assistance is available based on individual circumstances! Details to be shared during the offer process.

• Influence and support business decisions through the interpretation of workforce data, trends, and key performance metrics. Develop recommendations and action plans based on workforce data and business insights.
• Serve as the primary Human Resources Business Partner for assigned business leaders, providing strategic consultation on workforce challenges, organizational effectiveness, talent strategies, and business initiatives.
• Provide strategic guidance on complex employee and labor relations matters while balancing business objectives, employee experience, contractual obligations, and risk management.
• Support leaders with organizational change initiatives, restructures, workforce transitions, and culture-focused programs. Advise leaders on communication strategies, change readiness, employee impact assessments, and risk mitigation plans during organizational changes.
• Interpret employment laws, regulations, policies, and collective bargaining agreements within the context of business needs and operational objectives. Identify organizational risks and recommend proactive solutions to mitigate business exposure.
• Partner with leadership to align workforce strategies with business objectives, including workforce planning, succession planning, organizational design, and talent development.
• Partner with leadership and Labor Relations on grievance administration, contract interpretation, negotiations, arbitrations, and workforce-related issues.
• Coach leaders on performance management, employee development, team effectiveness, and leadership best practices, while maintaining open communication between employees and leadership.
• Advise leaders regarding investigating…