Manager, Human Resources

Calpine
United States, Texas, Houston
Dec 16, 2024
Description Calpine Corporation is America's largest generator of electricity from natural gas and geothermal resources with operations in competitive power markets. Its fleet of 77 power plants in operation represents over 27,000 megawatts of generation capacity. Through wholesale power operations and its retail businesses, Calpine serves customers in 22 states and Canada. Its clean, efficient, modern and flexible fleet uses advanced technologies to generate power in a low-carbon and environmentally responsible manner. The company was established on the premise that a strong commitment to the environment is inextricably linked to excellence in power generation and corporate responsibility. Since its founding in 1984, Calpine has led the power industry in its unwavering commitment to environmental stewardship. In addition, its renewable geothermal plants use steam generated deep below the earth's surface to produce clean, renewable electricity. Job Summary (includes but is not limited to the following, other duties may be assigned) The Manager of Human Resources will lead and direct one or more of the functional areas within Human Resources in support of a designated business unit or as the functional Subject Matter Expert for the company. This position manages human resources consultation, which may include the following: coaching and counseling on performance management and employee/labor relations issues, conflict management, interpretation of employment policies/procedures, compensation administration, benefits administration, immigration, employee relations, training, and health, safety, and wellness. The Manager of Human Resources evaluates human resources process and strategies to determine improvements to be made and reports findings to top management. This position is also responsible for developing and maintaining effective education and communication strategies, programs to drive employee awareness of policies, company initiatives and programs. The position will report to the VP, Human Resources, Employee Engagement & Talent Management. Job Responsibilities Provides day-to-day support to business. Manages employees performing related duties including full human resources, performance reviews/oversight, cost, and budgetary accountabilities. Implements human resources programs and policies for staffing, compensation, benefits, immigration, employee relations, training, and health and safety. Provides final approvals, communicates, and resolves controversial or complex issues. Furthers the Diversity Inclusion and Belonging strategy and principles. Ensures compliance and risk analyses pertaining to state and federal laws affecting Human Resources areas of responsibility. Leadership Manages the Human Resources function in designated business unit and/or functional area. Oversees recording and maintenance and auditing of employee lifecycle data in conjunction with HRIS, Benefits and Payroll teams. Manages internal resources and external consultants to complete projects. Responsible for performance reviews, promotional decisions, and pay actions for support and professional levels. Partners with the business to pro-actively identify needs, respond to issues and to facilitate effective implementation and ongoing administration of all programs. Decision Making Evaluates Recommends corrective or alternative actions to resolve problems; has significant impact on costs and the achievement of business objectives and employee engagement/satisfaction. Makes decisions for large-scale projects/initiatives, a closely related set of projects and initiatives involving own and possibly related functional areas. Serves as subject matter expert for all types of Human Resources matters and must be able to shift from conducting complex analysis to presenting advanced concepts to company employees in a clear and concise manner. Identifies market Human Resources trends and formulates action plans to maintain integrity of structure through bench-marking policies, procedures, and other standard practices. Job Requirements Bachelor's Degree or equivalent combination of education and/or experience. Previous work leadership or senior level contributor experience. Strong facilitation skill acquired through prior consulting or related experience. Must have knowledge of relevant federal and state regulatory requirements. Experience with crisis management. Typically requires minimum of 10+ year of experience and a thorough knowledge of Human Resources policies and procedures. (Typically, 5-7 years' experience in related area plus 3-5 years supervisory experience). Additional Calpine Information: Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individuals with Disabilities. Calpine is committed to Equal Employment Opportunity and providing reasonable accommodations to applicants with physical and/or mental disabilities. If you are interested in applying for employment and need special assistance or an accommodation to use our website or to apply for a position, please send an e-mail with your request to hrrecruitment@calpine.com. Determination on requests for reasonable accommodation are made on case-by-case basis. Please view Equal Employment Opportunity Posters provided by OFCCP here Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)