Human Resources Business Partner

Human Resources Business Partner (HRBP) – Labor Relations Position Summary The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders and employees, aligning human resources initiatives with organizational goals while fostering a positive employee relations environment. This role provides guidance and support in talent management, employee engagement, workforce planning, organizational development, performance management, and labor relations. The HRBP will play a critical role in supporting unionized operations, partnering closely with operational leadership to administer collective bargaining agreements, manage labor relations matters, and ensure compliance with employment laws and company policies. Key Responsibilities Strategic Business Partnership Partner with business leaders to develop and execute people strategies that support organizational objectives. Provide coaching and consultation to managers on workforce planning, organizational effectiveness, employee development, and performance management. Utilize workforce analytics and HR metrics to identify trends and recommend solutions. Support organizational change initiatives, restructuring efforts, and business transformation projects. Labor Relations Serve as the primary HR resource for labor relations matters within assigned business units. Interpret and administer collective bargaining agreements (CBAs). Partner with operational leaders and union representatives to resolve workplace issues and grievances. Participate in grievance investigations, hearings, arbitration preparation, and labor-management meetings. Support contract negotiations and bargaining preparation, including data collection and analysis. Ensure consistent application of labor agreements, company policies, and employment practices. Guide managers on union contract interpretation and employee relations matters. Employee Relations Investigate employee complaints, workplace concerns, and policy violations. Conduct thorough and objective investigations and recommend appropriate corrective actions. Coach leaders on conflict resolution, employee performance issues, and progressive discipline. Promote a positive workplace culture focused on accountability, inclusion, engagement, and respect. Talent Management Support recruiting, onboarding, succession planning, and workforce development initiatives. Identify talent gaps and partner with leadership on development strategies. Facilitate performance review processes and talent assessment discussions. Support employee retention and engagement initiatives. Compliance & Policy Administration Ensure compliance with federal, state, and local employment laws and regulations. Maintain compliance with labor laws including NLRA, FMLA, ADA, FLSA, OSHA, and other applicable regulations. Assist with policy development, implementation, and communication. Support audits, reporting requirements, and HR compliance initiatives. Training & Development Develop and deliver management training on labor relations, employee relations, performance management, investigations, and policy compliance. Conduct workshops and training programs to strengthen leadership capabilities. Support organizational development and employee engagement initiatives. Required Qualifications Bachelor’s degree in human resources, Business Administration, Labor Relations, Industrial Relations, or related field. Minimum 5 years of progressive Human Resources experience. Minimum 3 years of labor relations experience in a unionized environment. Experience interpreting and administering collective bargaining agreements. Experience handling grievances, investigations, corrective actions, and employee relations matters. Strong knowledge of federal and state employment laws and labor regulations. Demonstrated ability to influence leaders and drive organizational change. Excellent interpersonal, communication, and conflict resolution skills. Strong analytical and problem-solving abilities. #J-18808-Ljbffr 360 Recruiter Accelerator