Job Description

Description

We're powering a cleaner, brighter future.

Exelon is leading the energy transformation, and we're calling all problem solvers, innovators, community builders and change makers. Work with us to deliver solutions that make our diverse cities and communities stronger, healthier and more resilient.

We're powered by purpose-driven people like you who believe in being inclusive and creative, and value safety, innovation, integrity and community service. We are a Fortune 200 company, 19,000 colleagues strong serving more than 10 million customers at six energy companies -- Atlantic City Electric (ACE), Baltimore Gas and Electric (BGE), Commonwealth Edison (ComEd), Delmarva Power & Light (DPL), PECO Energy Company (PECO), and Potomac Electric Power Company (Pepco).

In our relentless pursuit of excellence, we elevate diverse voices, fresh perspectives and bold thinking. And since we know transforming the future of energy is hard work, we provide competitive compensation, incentives, excellent benefits and the opportunity to build a rewarding career.

Are you in?

PRIMARY PURPOSE OF POSITION

Manages a team of HR professionals in support of executing the HR agenda. Partners with executive and senior leadership of the business unit, to provide professional, consultative HR guidance and support to internal clients to help drive business results. Architects HR practices that align work activities and practices in the best interests of Exelon. Participates in the development of HR strategy to support the overall strategic direction of the business with the ultimate goal of building business capabilities and addressing organizational gaps.

PRIMARY DUTIES AND ACCOUNTABILITIES

• Partner with business leadership to provide consultative guidance, develop and implement plans informed by organizational capabilities, structure, processes and competencies in alignment with business strategy (20%)
• Lead or participate in enterprise-wide initiatives including, but not limited to mergers and acquisitions, HR and business transformation projects, etc. (20%)
• Champion employee engagement and workforce effectiveness planning and initiative implementation in partnership with the business and HR specialty areas, such as talent acquisition and diversity and inclusion, etc. (15%)
• Liaison to specialty HR functions and centers of expertise for optimal client support. (10%)
• Drive integrated process focused on workforce and talent planning through assessment of talent pipeline and strategizing to foster strength (10%)
• Provide input to COEs with goal of continuous improvement and innovation (10%)
• Provide leadership and mentoring as well as direction to the HR staff and broader HR community. (10%)
• Evaluate and resolve employee relations issues if systemic and complex as well as evaluate and develop strategy for trends. (5%)

JOB SCOPE

• Interacts with business leadership and the broader HR community.
• Requires an extensive working knowledge of company policies and the procedures and interdependencies (and the Collective Bargaining Agreement, where applicable).
• Broad decision making independence and authority. Works closely with executive and senior leadership

Qualifications

MINIMUM QUALIFICATIONS

• 4-year degree in Human Resources or related field 10 or more years of strong HR operations experience or HR specialist area in a matrix organization. Demonstrated ability to lead others with focus on attracting, developing and retaining a team.
• Ability to provide verbal and written communications clearly, succinctly and persuasively.
• Knowledge of federal, state, and local employment laws and regulations, including knowledge of EEO, ADA and FMLA.
• Ability to understand problems in the context of the bigger picture and influential relationships
• Strong drive for results to lead and facilitate efforts to ensure human resources alignment with the business unit.
• Proven skills in coaching and performance management,
• Demonstrated ability to deal directly with client leads to build consensus, establish trust, communicate effectively and foster culture change.
• Ability to use research methods effectively including data collection and analysis
• 3-5 years of supervisory experience.

PREFERRED QUALIFICATIONS

• Advanced degree, MBA or Masters Degree in related HR field
• PHR or SPHR