NuScale Power, LLC Careers

NuScale Power Corporation (NYSE: SMR) is a leading developer of small modular reactor (SMR) technology, designing, licensing, and commercializing safe, scalable nuclear power modules. Founded in 2007, our mission is to improve the quality of life for humankind by advancing nuclear power. NuScale targets global energy markets, providing carbon-free flexible energy for a wide variety of uses, applications, and industries.

JOB TITLE: Human Resources Intern

JOB LOCATION: Houston, TX

POSITION SUMMARY:  The majority of our internships are ongoing throughout the academic year, with schedules aligning to individual class schedules in order to ensure education remains a priority.  There will be an ability to increase to 40 hours/week during the summer.  This internship opportunity will report to the Manager of Employee Relations and will support the Human Resources team within various areas of HR.

COMPENSATION:  Interns still completing an undergraduate degree will be paid an hourly wage of $25.00 per hour, while those currently enrolled in a graduate program will receive an hourly wage of $30.00 per hour.

ELIGIBILITY:  To be eligible, students must be enrolled in an accredited, 4-year undergraduate degree program or pursuing an advanced degree. Due to timeliness and our necessary compliance with obtaining government approved authorizations, consideration is limited to those students currently eligible to work in the United States per 10 CFR Part 810 rules, and we are unable to consider students authorized to work on F-1 or M-1 Visas. 

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• HR and Employment Files: Conduct an employment file audit for compliance and organize HR files.
• People Analytics/Reporting: Assist in updating employee records in Oracle, add new fields as needed, and perform data cleanup, assist with accurate reporting and analysis.
• Internship Program Development: Collaborate on developing the Intern page on the intranet, serve as point of contact for other interns, and work with marketing intern to further enhance the internship experience.
• Recruiting and Onboarding: Assist recruitment and onboarding efforts by performing reference checks, conducting background checks, and participating in orientation as needed.
• Performs other duties as assigned.

CORE COMPETENCIES: To perform the job successfully, the individual should demonstrate competencies in performing the essential functions of this position by performing satisfactorily in each of these competencies. 

• Problem solving: Identifies and resolves problems in a timely manner, gathers and reviews information appropriately.  Uses own judgment and acts independently; seeks input from other team members as appropriate for complex or sensitive situations.
• Oral/written communication: Listens carefully and speaks clearly and professionally in all situations. Edits work for accuracy and clarity, is able to create, read and interpret complex written information.  Ability to develop strong interpersonal networks within the organization.
• Planning/organizing: Prioritizes and plans work activities, organizes personal and project timelines and deadlines, tracks project timelines and deadlines, and uses time efficiently.
• Adaptability: Adapts to changes in the work environment, manages competing demands and is able to deal with frequent interruptions, changes, delays, or unexpected events.
• Dependability: Consistently on time and at work, responds to management expectations and solicits feedback to improve performance.
• Team Building: Capable of developing strong interpersonal networks and trust within the organization. Leads consensus by involving all stakeholders, facilitating their understanding of differences, agreeing on requirements and constraints, and developing the best solution.
• Safety Culture: Adheres to the Corporate Safety culture and is expected to model safe behavior and influence peers to meet high standards.
• Quality Assurance:  Commits to the understanding and implementation of quality assurance regulations, standards, and guidelines of 10 CFR 50 Appendix B, 10 CFR 21, and NQA-1.

MINIMUM SKILLS, QUALIFICATIONS AND ABILITIES:

• Education:  Must be currently enrolled in a 4-year accredited undergraduate (Junior or Senior standing) or graduate program in Human Resources or related field. A GPA of 3.0 or greater is preferred. 
• Experience: General knowledge of employment law is preferred. Must have an understanding of human resources concepts, principles, and theories.  Must possess good communication, computer, presentation, and interpersonal skills and have proficiency in MS office suite (Word, Excel, PowerPoint, Outlook) with ability to quickly learn new systems and software. A good working knowledge of Excel or experience in Power BI is preferred.  Past work experience maintaining confidential data is preferred.
• Industry Requirements: Eligible to work under Department of Energy 10 CFR Part 810.

PHYSICAL DEMANDS:  The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Ability to understand and communicate clearly using a phone, personal interaction, and computers.
• Ability to learn new job functions and comprehend and understand new concepts quickly and apply them accurately in a rapidly evolving environment.
• The employee frequently is required; to sit and stand; walk; bend, use hands to operate office equipment; and reach with hands and arms.  Ability to lift ten to fifteen pounds.
• Ability to travel nationally and locally using common forms of transportation.

Disclaimer: Employee(s) must perform the essential duties and responsibilities with or without reasonable accommodation efficiently and accurately without causing significant safety threat to self or others. The above statements are intended to describe the general nature and level of work being performed by employee(s) assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and/or skills required of all employees in this classification.