HR Business Partner

Fluence is the leading global energy storage technology and services company, created and backed by Siemens and AES, two industry powerhouses and pioneers in energy storage. Fluence unites the scale, experience, breadth, and financial backing of the two most experienced icons in energy storage.

Our mission is to create a more sustainable future by transforming the way we power our world. Energy storage is critical to this transformation, yet today the market is fragmented and customers face the challenge of finding a trusted technology partner amidst conflicting technical claims, inexperienced vendors and installers, and new market entrants with limited power sector knowledge.

Fluence brings the proven technology solutions and services that overcome the commercial and regulatory barriers that stand in the way of modernizing our energy networks. We are the partner that can deliver at a global scale with the most experienced and knowledgeable team in the world.

 

We are guided by our passion to transform the way we power our world. Achieving our goals requires creativity, diversity of ideas and backgrounds, and building trust to effect change and move with speed.

Fluence currently has thousands of MW of energy storage projects operated or awarded worldwide in addition to the thousands of MW of projects managed by our trading platform—and we are growing every day.

Fluence is defined by its unwavering commitment to safety, quality, and integrity.

We achieve our goals and meet our customer’s needs by cultivating curiosity, adaptability, and self-reflection in our teams.

We value the diversity in thought and experience of our coworkers and customers. Through honest, forthcoming, and respectful communications we work to ensure that Fluence is an inclusive and welcoming environment for all. 

ABOUT THIS POSITION

The HR Business Partner will play a critical role in providing HR support to our teams, ensuring a positive employee experience and alignment with Fluence’s mission and core values. This role requires a proactive, detail-oriented professional who can manage a range of HR functions, including employee relations, recruitment support, onboarding, benefits administration, compliance, and HR programs. The HR Generalist will work closely with managers and employees to foster a productive, inclusive workplace culture and contribute to Fluence’s growth and sustainability goals.

Key Responsibilities

1.Employee Relations

o Partner with Global regional leads to provide guidance to employees and managers on HR policies, procedures, and employment laws.

o First point of contact to address employee concerns, mediate conflicts, and ensure positive resolution of workplace issues.

o Promote an inclusive and supportive work culture by addressing engagement and morale-building initiatives within GPO & Digital.

2.Talent Acquisition Support

o Collaborate with the Talent Acquisition team to coordinate recruitment processes, including job postings, interview scheduling, and candidate communications.

o Participate in GPO & Digital candidate selection and conduct new hire orientation to support seamless onboarding for managers.

 

3.Compensation and Benefits Administration

o Support Day-to-Day inquiries from employees and managers. 

o Coordinate and support the facilitation of the promotion review process for GPO and Digital.

o Support payroll functions and ensure accurate and timely reporting for payroll processing.

4.HR Compliance and Reporting

o Ensure HR practices comply with local, state, and federal regulations as well as company policies.

o Maintain accurate and compliant employee records and manage Workday data entry and updates.

o Prepare and analyze HR metrics and reports as needed to support HR MBR that drives organizational planning and decision-making within GPO.

5.Performance Management

o Assist in the implementation of 4Growth talent programs, including goal setting, feedback processes, and annual performance reviews and manager level and below.

o Coordinate Quarterly Talent Discussions (GPO + Digital) and proactively support managers in executing 70/20/10 development program.

o Proactively review low performer data to create visibility into open development plans and to drive employment decisions.

6.Employee Engagement and Culture Enhancement

o Drive employee cultural initiatives, including company events, recognition programs, and wellness activities.

o Support learning and development programs to foster employee growth and promote a continuous learning environment.

7.Special Projects and Other HR Initiatives

o Contribute to Global Functions HR projects and initiatives, such as policy updates, culture programs, and change management efforts.

o Partner with Total Rewards, GPO and Digital Leadership to create a SharePoint site that includes updated job descriptions and job levels.

o Partner with the Comp planning team to evaluate FLSA status of positions within GPO manufacturing.