Power up your career in the dynamic energy industry! UGI Corporation is an international energy distribution and services company that provides superior service in delivering a range of energy products. By operating as a best-in-class service provider, offering a great place to work, serving our communities and delivering value to investors, we aim to positively impact the lives of our shareholders, employees, customers and communities.

UGI Corporation (NYSE: UGI) is a holding company that distributes and markets energy products and services through our subsidiaries and the company’s common stock is a balanced growth and income investment. UGI Corporation has paid common dividends for more than 135 consecutive years.

In addition to a challenging career and competitive compensation, our employees enjoy:

Generous and Family-friendly Health & Welfare Benefits Including:

•    Medical, Vision, and Dental Plans 
•    Optional Health Savings Account
•    Optional Dependent Care Savings Account
•    Paid Maternity/Paternity Leave
•    Prescription Coverage
•    Life Insurance
•    Disability Insurance 
•    Work from home policy
•    Employee Assistance Program

Additional Benefits Include:

•    401K with a generous company match
•    Tuition Reimbursement
•    Assistance with Professional Credentialing
•    Adoption Assistance
•    Pet Insurance 
•    Referral Bonuses
•    Employee Discount Programs

Job Summary

The AmeriGas HR Director is responsible for aligning business objectives with employees and management in designated functional areas. The Director leads enterprise-wide HR strategic initiatives and serves as a consultant to HR Centers of Excellence, senior and mid-level leaders, and people managers on human resources-related issues including compensation, employee relations, talent retention strategies, leadership development, talent management, organizational development, and change management. The HR Director will act as an employee champion and change agent and assess, recommend, and anticipate HR-related needs. Communicate proactively with the HR department and business management and seeks to develop integrated solutions. Will oversee Corporate Policy and Procedures. This position will also serve as the Chief of Staff to the VP of HR for AmeriGas.

Duties and Responsibilities

• Propose HR solutions that support the AmeriGas People Strategy by understanding business goals and objectives; advising on the execution of organizational change initiatives; providing guidance to business leaders on HR issues. Lead Business unit HR initiatives and participate in enterprise-wide strategic initiatives including HR and business transformation projects driving change management and successful adoption
• Build and maintain a strong working relationship and partnership with the business, human resource leaders and other HR Business Partners; liaison with HR Centers of Excellence (COE) and Leveraged Services for optimal client support.
• Act as primary HR business partner for leaders and managers across assigned AmeriGas functions (Growth, Safety, Finance, HR, IT, etc). Leverage data to analyze talent trends and educate leadership teams to make better and more informed business and talent decisions
• Support the UGI Enterprise People Strategy by understanding business goals and objectives; advising on the execution of organizational change initiatives; providing guidance to business leaders on HR issues. Lead Business unit HR initiatives and participate in enterprise-wide strategic initiatives including HR and business transformation projects driving change management and successful adoption.
• Effectively coach leadership in matters relating to people, including compensation recommendations, HR processes, employment practices, employee relations, and corporate HR initiatives.
• Guide client groups through talent processes including performance management, Talent Review, Succession Planning, Compensation and Employee Engagement
• Identify and support the build of optimal structures, identify recruiting needs, develop and execute best practices for hiring and talent management in partnership with enterprise Talent Management team
• Evaluate and successfully resolve difficult employee relations issues, as well as evaluate and develop strategy for trends.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Knowledge and Responsibilities:

• Ability to provide verbal and written communications that are clear, succinct and persuasive with the ability to influence at all levels within an organization
• Ability to understand complex business challenges in the context of the bigger picture.
• Demonstrated ability to deal directly with client leads to build consensus, establish trust, communicate effectively and foster culture change.
• Effectively manage ambiguity and change; comfortable with uncertainty.
• Knowledge of federal, state, and local employment laws and regulations, including knowledge of EEO, ADA and FMLA.

Education Required: 

• Bachelor of Science degree in Human Resources or related field
• 10+ years of strong HR Business Partner experience combined with experience leading Talent Management, Organizational Development, Performance Management and/or other global process area as part of a global HR COE.  Experience building out Functional Groups, Growth/Sales/M&A HR experience
•  SHRM Senior Certified Professional (SHRM-SCP) certification, Senior Professional in Human Resources (SPHR) certification or equivalent preferred

All offers of employment are contingent upon the successful completion of a background check and drug screen, subject to applicable laws and regulations.

UGI Corporation is an Equal Opportunity Employer.  The company maintains and observes employment policies that do not discriminate against any person because of race, color, sex, sexual orientation, gender identity, national origin, religion, disability, age, ancestry and any other basis prohibited by federal, state or local law. This applies to recruiting, hiring, training, compensation, overtime, job classifications, work assignments, promotions, demotions, layoffs, terminations, transfers, and all other conditions of employment.