HR Business Partner - Employee & Labor Relations

POSITION SUMMARY

The HR Business Partner – Employee & Labor Relations will focus on Employee Relations, Labor Relations, and HR Compliance for a privately owned family business. This role will partner with business leaders to drive employee performance and engagement and ensure compliance with labor laws. The HR Business Partner – Employee & Labor Relations will have a balanced approach to handling employee relations issues and improving performance management practices while remaining compliant with all HR regulations.

The HR Business Partner – Employee & Labor Relations demonstrates and adheres to the Company values of safety, honesty, ownership, respect, and teamwork to ensure a successful partnership with customers and employees that result in the organization’s continued success.

ESSENTIAL RESPONSIBILITIES

Employee Relations & Workplace Investigations (35%)

• Serve as the first point of contact for routine employee relations matters.
• Conduct intake meetings and fact gathering for employee relations issues.
• Assist with investigations including but not limited to policy violations, attendance concerns, workplace disputes, performance concerns, and conduct issues.
• Conduct witness interviews and prepare investigation summaries, timelines, and supporting documentation.
• Draft corrective action documentation, performance improvement plans, coaching memoranda, and separation documentation.
• Partner with leaders to address attendance, performance, and conduct concerns through consistent application of company policies.
• Track open investigations and ensure timely completion of required actions.
• Maintain employee relations case files, documentation, and records.
• Conducts stay and exit interviews and report to HR and leadership exit interview & stay interview trends and opportunities at least quarterly. Also responsible for coordinating actions to address issues.
• Coordinate and monitor the 90-day probationary period process.
• Assist in developing manager resources, training materials, and toolkits related to employee relations.

Labor Relations Administration (30%)

• Maintain collective bargaining agreement (CBA) libraries, side letters, memoranda of understanding, and labor relations files. Works with Payroll and benefits to ensure adherence to articles included in the CBA.
• Assist with implementation and communication of newly negotiated collective bargaining agreements.
• Monitor compliance with collective bargaining agreements and communicate potential risks or concerns to HR leadership.
• Research contract language and historical interpretations to support labor relations activities.
• Coordinate grievance administration, including deadline tracking, appeals, meeting scheduling, response preparation, case summaries, exhibit packages, and supporting documentation.
• Research and compile wage, benefit, seniority, attendance, and workforce data for grievance responses and contract negotiations.
• Maintain labor relations dashboards and metrics including grievances, discipline, arbitration outcomes, and trends.
• Assist with arbitration hearing preparation including witness coordination and documentation collection.
• Support labor-management meetings by preparing materials, agendas, and follow-up action items.

HR Business Partner Support (25%)

• Support assigned business units with day-to-day HR consultation and guidance.
• Partner with managers regarding attendance, performance management, documentation, organizational changes, and employee development.
• Assist leaders with workforce planning activities and staffing forecasts.
• Partner with Payroll and HR Operations to resolve employee and manager questions and concerns.
• Support annual performance review processes, goal-setting programs, and talent initiatives.
• Assist in developing and delivering manager training programs.
• Draft employee and manager communications related to HR initiatives and policy updates.
• Support onboarding activities for managers and employees.

Compliance, Reporting & Special Projects (10%)

• Monitor completion of HR compliance initiatives, policy acknowledgments, and required employee certifications.
• Monitor and maintain HR posters compliance in all locations.
• Conduct audits of employee records, labor relations documentation, investigation files, personnel files, and compliance records.
• Support development and maintenance of HR policies, procedures, standard operating procedures, and forms.
• Maintain employee relations and labor relations case management systems.
• Generate and analyze workforce reports and dashboards including turnover, retention, headcount, attendance, and employee relations metrics for internal and leadership use.
• Assist with HR due diligence, integrations, and special projects as assigned.
• Develop process improvements to increase efficiency and consistency across HR programs.

OTHER DUTIES

• Leverage technology to deliver value; provide HR measurements and analyses; recommend and implement techniques to improve productivity and increase efficiencies across employee relations processes.
• Assist with mergers and acquisitions.
• Stay current in knowledge of applicable employment laws, and best HR practices; recommend and implement improvements and/or compliance measures, as necessary.
• Perform other duties and projects as assigned.

SUPERVISORY RESPONSIBILITIES

• None

REQUIRED QUALIFICATIONS, KNOWLEDGE, SKILLS, AND ABILITIES

• Bachelor’s degree in human resources, Business Administration, or related field. HR certifications (e.g., SHRM-SCP, PHR) preferred.
• 8 years of experience in HR, with a strong focus on employee relations and HR compliance.
• Extensive knowledge of federal, state, and local employment laws, regulations, and HR best practices.
• Proven ability to manage and resolve complex employee relations issues, working effectively with all levels of the organization.
• Excellent communication, interpersonal, and coaching skills, with the ability to influence and build strong relationships with stakeholders at all levels.
• High level of organizational skills, attention to detail, and ability to handle multiple projects in a fast-paced environment.
• Experience working in a family office setting.
• Strong analytical and problem-solving skills, with the ability to leverage data to drive decisions and improvements.
• Intermediate computer skills in Microsoft Office Suite
• Professional integrity and accountability
• Ability to be agile and adapt to change & ambiguity well.
• Ability to Work in a fast-paced, collaborative environment.

REQUIRED CERTIFICATIONS AND LICENSES

• None

PREFERRED QUALIFICATIONS, KNOWLEDGE, SKILLS, AND ABILITIES

• Previous experience in Rail Transportation, Manufacturing, and/or other related industries
• Union experience and working with collective bargaining agreements.
• Experience managing difficult employee relations issues.

PREFERRED CERTIFICATIONS AND LICENSES

• SPHR, PHR, SHRM-SCP or SHRM-CP

WORK ENVIRONMENT

• Work in a climate-controlled office and routinely use standard office equipment.

COMPENSATION

• Estimated Starting Annual Salary: $102,376.00
• Exact starting salary is determined by merit; seniority; geographic location; education, training, and/or experience related to job duties and responsibilities
• FLSA Status: Exempt, Not Eligible for Overtime
• Eligible for Participation - Annual Discretionary Bonus

BENEFITS

•    401(k) / 401(k) matching
•    AD&D insurance
•    Dental insurance
•    Disability insurance
•    Employee assistance program
•    Health insurance
•    Health savings account
•    Life insurance
•    Mental wellbeing resources
•    Paid Maternity leave
•    Paid Parental leave
•    Referral program
•    Relocation assistance
•    Sick time
•    Vacation time
•    Vision insurance

TRAVEL

• Up to 25%, as the business requires.

PHYSICAL REQUIREMENTS

Salary : $102,376