About Fluence: Fluence (Nasdaq: FLNC) is a global market leader delivering intelligent energy storage and optimization software for renewables and storage. Our solutions and operational services are helping to create a more resilient grid and unlock the full potential of renewable portfolios. With gigawatts of successful implementations across nearly 50 markets, we are transforming the way we power our world for a more sustainable future. For more information, please visit fluenceenergy.com.

OUR CULTURE AND VALUES

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.

We are Leading

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.

We are Responsible

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

We are Agile

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

We are Fun

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 THE POSITION:

Location: HYBRID (2-3 days in office) in Houston, TX

The Global Human Resources Business Partner (HRBP) will serve as a trusted advisor, coach, and partner to business leaders, driving organizational effectiveness and talent strategies in alignment with Fluence’s mission, core values, and business objectives. This role combines strategic and operational HR responsibilities, fostering a productive, inclusive workplace culture and contributing to Fluence’s growth and sustainability goals. The HRBP will collaborate with Centers of Excellence (COEs), regional teams, and cross-functional leaders to implement HR programs that support a high-performing, innovative, and engaged workforce.

Key Responsibilities

Strategic Business Partnering

Act as a strategic advisor to business leaders, supporting organizational growth through proactive talent and organizational strategies.

Partner on organizational design, workforce planning, and career path frameworks to meet business objectives.

Collaborate on the execution of HR initiatives such as succession planning, talent reviews, and diversity and inclusion efforts.

Employee Relations and Engagement

Serve as the first point of contact for employee relations, addressing workplace concerns and ensuring positive resolution.

Promote an inclusive work culture through engagement initiatives and morale-building activities.

Conduct employee surveys, analyze results, and recommend action plans to enhance engagement and retention.

Talent Management and Development

Drive performance management processes, including goal setting, feedback, and annual reviews.

Support managers with tools and strategies to develop their teams, leveraging the 70/20/10 development framework.

Partner with learning and development teams to foster a culture of continuous learning and employee growth.

Compensation and Benefits Administration

Coordinate promotion reviews and collaborate with Total Rewards on compensation and leveling strategies.

Address employee inquiries regarding benefits, payroll, and other compensation matters.

Partner with HR COEs to ensure compliance with FLSA and other regulatory requirements.

HR Compliance and Reporting

Maintain compliance with local, state, and federal employment laws and regulations.

Manage employee records and HRIS data accuracy in Workday.

Prepare and analyze HR metrics to inform strategic decision-making and reporting.

Culture and Inclusion Initiatives

Lead and participate in diversity, equity, and inclusion (DEI) programs to ensure an equitable workplace.

Organize and support employee engagement and wellness programs, fostering a connected workforce.

Serve as an advocate for Fluence’s values and leadership behaviors.

Special Projects and Change Management

Partner on global HR initiatives such as policy updates, culture programs, and organizational changes.

Drive projects supporting growth and scalability, including process improvements and digital HR solutions.

Lead change management efforts to ensure successful adoption of new programs and processes.