Human Resources Business Partner III

Step into the role of HR Business Partner III, a strategic partner who collaborates with key business leaders to drive HR initiatives that align with bold business objectives. This position places you at the heart of HR strategy, serving as a consultant to management on human‑resource related issues, handling complex employee and labor relations matters, and enabling business‑wide decisions through creative solutions and analytical insight.

• Develop and lead people strategies for the business segment in partnership with leadership to achieve desired business objectives.
• Develop and lead employee‑relations strategy to continuously improve engagement while meeting business objectives.
• Develop and lead the business segment’s strategy regarding unionized work forces, including those acquired through acquisition.
• Provide guidance to leaders on coaching, counseling, performance management, career development, compensation, and workforce planning.
• Maintain knowledge of labor/union issues and best practices to promote positive labor relations.
• Provide employee and labor‑relations support, counseling employees and managers to improve performance and collaboration.
• Conduct investigations in response to complaints from various sources.
• Partner with leadership to develop succession plans.
• Collaborate with HR Centers of Excellence (benefits, HRIS, talent acquisition, payroll, compensation) to develop creative solutions, programs, and policies that foster a workplace where talented people thrive.
• Track and analyze employment‑related data, identify trends and engagement opportunities, and propose creative solutions to enhance the employee experience.

• Advanced knowledge of all aspects of human resources, including employee and labor relations, organizational design, workforce planning, employment law, and HR best practices.
• Ability to quickly understand organizational structure, practices, and interdepartmental communications.
• Demonstrated business acumen and willingness to lead and effect change.
• Demonstrated personal leadership and executive presence with experience working with senior management.
• Proficiency in Microsoft Office (Excel, PowerPoint, Word) and Workday.
• Excellent interpersonal and communication skills (written, verbal, listening, public speaking).
• Ability to develop creative and effective solutions for confidential, sensitive, and complex situations.

• 7+ years of human resources experience in a mid‑sized or larger company.
• Bachelor’s degree in business, human resources, labor relations, or a related field.
• Advanced PowerPoint and Excel skills with demonstrated ability to build financial models.
• Proven ability to manage conflict and creatively solve problems.
• Proven ability to lead projects, set priorities, and achieve results.
• Proven ability to build senior‑level relationships and influence functions outside HR to achieve business results.
• Travel approximately 10% to Essential Utilities work sites.
• SPHR or PHR certification is a plus.

Aqua, an Essential Utilities company, is an Equal Opportunity / Affirmative Action employer. Equal employment opportunity is provided to all employees and applicants for employment without regard to the following legally protected characteristics: race, color, religion, sex, national origin, age, pregnancy (including childbirth and related medical conditions, including conditions related to lactation), physical or mental disability, covered‑veteran status, genetic information, sexual orientation, gender identity or expression, or any other characteristic protected by applicable local, state, or federal law.

Aqua is committed to providing reasonable accommodation to individuals with disabilities. If you have a condition that may prevent you from applying for a job online or need to request an accommodation during the interview process, please call 1‑877‑271‑9012.

To maintain the integrity of the recruitment process and avoid real or perceived conflicts of interest due to employment or assignment of family members and personal referrals, the following guidelines apply:

• Family members cannot create a supervisor/subordinate reporting relationship.
• Family members cannot work in the same department.