HR Business Partner II, or III

HR BUSINESS PARTNER II

JOB SUMMARY

Serves as a thought partner and trusted advisor to employees and managers on employee and labor relations (ELR) processes for assigned location(s). Leverages positive relationships, knowledge of the Sewer District and ELR subject matter expertise to guide employees and managers towards creating a positive workplace culture. Assists in the training and development of managers. Serves as the primary point of contact for employees and managers on all HR related processes. Performs duties of a similar nature as may be required.

ESSENTIAL FUNCTIONS

• Fosters strong relationships with employees and managers by guiding and advising all parties on the interpretation and application of Sewer District policies, procedures, guidelines and collective bargaining agreements.
• Leverages positive relationships with union representatives to maintain a collaborate working environment.
• Supports managers on a variety of employment and labor relations processes including but not limited to, Employee Assistance Program (EAP) Formal Management Referrals (FMR), offboarding, Performance Improvement Plans (PIP), Suspensions Pending Investigations (SPI), incident management process, corrective action/progressive discipline and the grievance process.
• Trains and develops managers on a variety of employment and labor relations topics including substance-free workplace, anti-workplace harassment, anti-workplace violence, driver’s license policy, wage and hour compliance, leadership and management skills and performance management.
• Independently investigates and resolves workplace concerns such as performance feedback, management fairness, communication concerns, policy complaints or concerns, bullying, harassment, discrimination, sexual harassment, retaliation, violent or threatening behavior or any other situation that poses a risk to the Sewer District or its employees.
• Coaches managers through corrective action and/or progressive discipline as part of the incident management process.
• Supports employee and labor relations management with corrective action and/or progressive discipline during HR-level incident management process by serving as a notetaker in incident hearings, drafting and reviewing any relevant documents and serving as a thought partner.
• Coaches managers through the performance improvement process by consulting with management on performance concerns, educating managers on the PIP process, providing necessary resources, reviewing PIP content with employees and working with employee and labor relations management to execute agreed upon plans.
• Partners with management to administer the EAP FMR process.
• Administers the offboarding process.
• Attends all site-level grievance hearings as requested and assists managers with drafting and reviewing written grievance responses.
• Supports employee and labor relations management by attending all HR-level grievance hearings, serving as a notetaker in the grievance hearings, drafting written grievance responses for review and serving as a thought partner throughout the process.
• Trains ELR staff on Sewer District policies and procedures. Acts as a mentor to staff to aid in professional development and growth.
• Applies subject matter expertise to proposals and strategies during contract negotiations for AFSCME, 18-S and OPBA.
• Provides HR updates at site-level labor management and safety committee meetings addressing labor concerns with union representatives and management.
• Works with the Training Department to design, development and implement ELR trainings.
• Collaborates cross-functionally with HR and other departments to drive a variety of complex projects.
• Serves as the primary point of contact to employees and managers on all HR related processes. Refers employees to appropriate HR team based on questions and concerns.
• Performs duties of a similar nature as may be required.

MINIMUM JOB REQUIREMENTS

EDUCATION

• Candidate must possess a bachelor’s degree preferably in business administration, human resources, labor relations, psychology or related field.
• Equivalent combination of relevant education and experience may be substituted as outlined in the Education Equivalencies Policy.

EXPERIENCE

Candidate must possess five (5) years of progressive HR experience in employee & labor relations, talent acquisition, total rewards, organizational effectiveness, and/or training.

OTHER REQUIREMENTS

LICENSURE AND CERTIFICATIONS

• Candidate must possess a valid driver’s license with a driving record in accordance with the Sewer District’s acceptable guidelines.
• Certification in human Resources including but not limited to SHRM-CP or SHRM-SCP is preferred.

KNOWLEDGE, SKILLS AND ABILITIES

• Candidate must possess extensive knowledge in employee & labor relations, collective bargaining agreements and HR compliance.
• Candidate must be proficient in a wide variety of HR areas including talent acquisition, total rewards, organizational effectiveness and training.
• Candidate must be familiar with the use of HR information systems.
• Candidate must be proficient in Microsoft Office Suite including Word, Excel, Outlook and PowerPoint.
• Candidate must possess effective written and verbal communication, organizational skills and decision-making abilities.
• Candidate must possess the ability to effectively plan, coordinate, establish and maintain effective working relationships and prioritize workloads based on available resources.
• Candidate must be detail-oriented and capable of managing large amounts of data, maintain detailed comprehensive records, analyze and organize information, have effective project and time management skills and be well organized.
• Candidate must possess negotiation and conflict resolution skills to address issues and opportunities for improvement.

HR BUSINESS PARTNER III

JOB SUMMARY

Serves as a strategic partner and trusted advisor to leadership on matters related to employee and labor relations, risk management and workforce planning. Advises on best practices and contributes to strategy development for the organization. Collaborates with all departments to align strategies with business goals. Performs other duties of a similar nature as may be required.

ESSENTIAL FUNCTIONS

Employee Relations (ER)

• Conducts and oversees workplace investigations independently, ensuring fair and consistent resolutions.
• Develops and implements ER strategies to foster a positive and inclusive workplace culture.
• Guides leadership on performance management, corrective action, progressive discipline and conflict resolution decisions.
• Ensures compliance with employment laws, Sewer District policies and best practices.
• Analyzes ER trends and metrics to proactively address workplace challenges.
• Conducts exit interviews and analyzes trends to recommend practices that improve retention strategies.
• Develops and leads management training initiatives that focus on handling employee relations issues effectively.

Labor Relations (LR)

• Acts as the liaison between labor unions and employee representatives. Fosters positive relationships between both parties to maintain a collaborative working environment.
• Interprets and supports collective bargaining agreement (CBA) negotiations.
• Ensures compliance with labor laws, regulations and union contracts.
• Conducts grievance hearings and provides counsel on arbitration cases.
• Collaborates with the Legal department and leadership teams on union-related matters.
• Delivers labor relations training for managers and HR teams.

Strategic HR Partnership

• Provides strategic advice to leadership on complex employee relations issues.
• Develops labor relations strategies to maintain positive union-management relationships.
• Provides coaching and mentorship to managers, emerging leaders and other Business Partners.
• Aligns HR strategies with business objectives to drive performance and engagement.
• Implements HR policies and initiatives that support business goals while ensuring legal compliance.
• Serves as a change agent to support organizational development and transformation efforts.
• Partners with Sewer District leaders to identify high-potential employees and succession planning opportunities. Develops other workforce planning, retention and talent management strategies in collaboration with leadership.

Compliance & Risk Management

• Monitors and mitigates risks related to employment and labor relations.
• Stays updated on legislative changes and ensures Sewer District policies are aligned.
• Conducts HR audits to assess and improve compliance with labor laws and regulations.
• Performs other duties of a similar nature as may be required.

MINIMUM JOB REQUIREMENTS

EDUCATION

• Candidate must possess a bachelor’s degree, preferably in business administration, human resources, labor relations, psychology or related field.
• Equivalent combination of relevant education and experience may be substituted as outlined in the Education Equivalencies Policy.

EXPERIENCE

• Candidate must possess 7 years of HR experience in employee & labor relations, talent acquisition, total rewards, organizational effectiveness, and/or training.
• Experience including 3 years of managing projects and/or processes preferred.

OTHER REQUIREMENTS

LICENSURE AND CERTIFICATIONS

• Candidate must possess a valid driver’s license with a driving record in accordance with the Sewer District’s acceptable guidelines.
• Certification in Human Resources including but not limited to SHRM-CP or SHRM-SCP is preferred.

KNOWLEDGE, SKILLS AND ABILITIES

• Candidate must possess extensive knowledge in employee & labor relations, collective bargaining agreements and HR compliance.
• Candidate must be proficient in a wide variety of HR areas including talent acquisition, total rewards, organizational effectiveness and training.
• Candidate must be familiar with the use of HR information systems.
• Candidate must be proficient in Microsoft Office Suite including Word, Excel, Outlook and PowerPoint.
• Candidate must possess effective written and verbal communication, organizational skills and decision-making abilities.
• Candidate must possess the ability to effectively plan, coordinate, establish and maintain effective working relationships and prioritize workloads based on available resources.
• Candidate must be detail-oriented and capable of managing large amounts of data, maintain detailed comprehensive records, analyze and organize information, have effective project and time management skills and be well organized.
• Candidate must possess negotiation and conflict resolution skills to address issues and opportunities for improvement.

Pay Range: USD, Commensurate with Experience

• HR Business Partner II: $72,701 - $90,875
• HR Business Partner III: $80,606 - $100,758

PHYSICAL AND MENTAL REQUIREMENTS

During the course of performing the essential functions of this position the employee must be able to analyze, comprehend, coordinate, make decisions, interact, interpret, negotiate, organize, solve problems and perform tasks. Ability to communicate while exhibiting strong interpersonal skills is required. Physical work will need to be performed such as talking, typing, walking, sitting and standing. Repetitive movements including fine manipulation with both hands will be performed continuously. Ability to lift up to 20 lbs. occasionally is required. Position will require visual demands of accommodation and near acuity. The position is primarily office work; however, candidate may be exposed to extremely loud noises, respiratory hazards, extreme heat and extreme cold when visiting plant sites.

Our Equal Employment Opportunity Statement

Our Accessibility Statement

Our Education Equivalencies Policy

We offer a comprehensive employee benefits package including Health Insurance Coverage, Various Retirement Planning Options (Ohio Public Employee Retirement System and Deferred Compensation Plans), Flexible Spending Accounts, Employee Assistance Program, Free Parking at our facilities, Corporate Discounts, and more! We also have an active Health & Wellness Program that promotes a life/work balance.

NEORSD supports the use of hybrid work as a way to help attract and retain talented individuals in public service, increase worker productivity and better prepares the agency to operate during emergencies. This position may be authorized for hybrid work. hybrid eligibility will be discussed during the interview process.

DISCLAIMER: The information outlined in this job description indicates the general nature and type of work performed by employees within this classification. It is not intended to provide a comprehensive inventory of all duties, responsibilities or competencies required of employees within this classification.