RESPONSIBILITIES AND ESSENTIAL DUTIES

- Partners with Director, HR Business in implementation of HR initiatives and programs and contributes to important HR work streams, including but not limited to policy communication and implementation; compensation planning; handbook/policy updates, recruitment, compliance, annual budgeting, employee communications, and engagement, training, and employee relations; yearly performance appraisal and goal-setting process.

- Manages program rollouts to include: various employee benefit plans, educating employees on employee benefits matters, maintaining applicable records, preparing documents appropriate for implementing benefit coverage, providing benefits orientation, and processing status changes.

- Maintains organization charts, creates and tracks purchase orders, and provides HR Operational support as needed.

- Works with Director, HR Business to ensure execution of core human resource processes, including employment, labor, and employee relations; compensation, payroll, and benefits; performance management and workforce planning.

- Works with the Director, HR Business to ensure legal compliance by monitoring and implementing applicable federal and state requirements, conducting investigations, and responding to employee issues and grievances in a manner consistent with the Company's policies and practices.

- Actively supports the development and implementation of performance management processes at the departmental and individual levels.

- Consults with managers, supervisors, and employees on human-resources-related activitie

- Consults with management on strategic and tactical human resources issues.

- Provides the interpretation and administration of human resources policies, programs, procedures, and compliance with applicable state/federal statutes and regulations.

- Prepares Word documents, Excel spreadsheets, and PowerPoint presentations in support of HR-related business analytics.

- Partners with managers, team leaders, and others to identify and implement recruitment strategies to accomplish our goal of recruiting quality talent.

- Provides guidance, advice and assistance to management and supervisory staff related to employee development and organizational effectiveness (i.e. succession planning).

- Partners with managers, team leaders, and others in the development, coordination, and delivery of training/progression programs.

- Gathers employee feedback from the exit interview process, including collection of results data, analysis and reporting findings, trends, opportunities and recommendations.

- Partners with Talent Acquisition in executing staffing needs according to the staffing plan, including diversity outreach programs, college and university recruitment, and the new employee orientation process.

- Measures the effectiveness of HR activities, including employee morale, staffing needs, overall employee relations, turnover, headcount, retention (etc.), as required by local management as well as Corporate HR addressing issues as they arise.

- Performs research at own initiative and/or at the request of HR management and stays current with industry and HR trends, including laws and regulations as they pertain to HR and the business.

- Manages random drug testing program.

- Performs administrative and clerical duties as assigned or needed.

- May lead with special projects, and other assignments as needed.

The duties and responsibilities described are not a comprehensive list and additional tasks may be assigned to the employee from time to time; or the scope of the job may change as necessitated by business demands.

KNOWLEDGE AND SKILLS

Knowledge:

Working knowledge of legal requirements related to day-to-day HR management to guide leadership, including equal employment opportunity laws, wage-and-hour laws and regulations, and ADA and other government compliance regulations that affect HR administration and management tactics. General knowledge of maintenance, record, reporting requirements, document management methodologies and procedures, and automated HRMS system applications is required.

Skills:

- Strong work ethic, results-focused, detail-oriented, and proactive.

- Knowledge and understanding of federal, state, and local employment laws and regulations.

- Ability to exercise sound judgment and make decisions consistent with the essential job functions and company policies.

- A demonstrated team player with all levels of employees.

- Commitment to excellence in customer service.

- Ability to quickly build trusting relationships, gain credibility, and partner with leaders and peers.

- Ability to effectively cope, adapt and positively support change.

- Ability to professionally handle sensitive and confidential information and situations.

- Proven planning, priority setting, and time management skills.

- Superior written and verbal communication skills.

- Ability to handle ambiguity.

- Ability to manage multiple priorities while maintaining a positive attitude.

- High degree of accountability, integrity and maturity.

- Highly proficient in MS Office applications (Excel, Word, PowerPoint, Outlook, etc..).

EDUCATION AND EXPERIENCE

- Education and Certifications: Bachelor's degree in business or related field. Advanced degree, SHRM/PHR professional certification preferred.

- Experience: Minimum of 3 years in Human Resources or related field

DIRECT REPORTS

No direct reports

FREEDOM TO ACT

As a front-facing Human Resources contact for employees and external candidates, the HRBP must exercise discretion independently by understanding the work area strategies and operating objectives. Decisions are made within documented parameters, professional guidelines, and compliance requirements under the guidance of the Director, HR Business.

WORK CONDITIONS

- Job is performed in a typical office environment but is subject to time pressures and constraints and is often dependent on input from others.

- Occasionally, work may be performed from home, after regular work hours, or on weekends.

- Maintains a flexible and adaptive schedule (e.g., start early or stay late if required to complete work).

- Required to work overtime.

- Subject to drug and alcohol testing, per applicable federal regulations or as required by Cheniere.

- Periodically travel as business requires.

Must maintain a Transportation Worker Identification Credential (TWIC) card in good standing status.

ADA JOB REQUIREMENTS

Reasonable accommodations will be made to ensure that the essential functions of the job can be performed and not hinder the employee's performance due to physical or mental disability.

EQUAL EMPLOYMENT OPPORTUNITY

Cheniere Energy is an equal-opportunity workplace. All employment decisions are made without regard to sex, race, color, religion, national origin, citizenship, age, disability, marital or veteran status, sexual orientation, gender identity or expression, or any other legally protected categories. This includes providing reasonable accommodation if requested for disabilities or religious beliefs and practices.