HR Business Partner II, or III

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 organization, 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.

Responsibilities

• Fosters strong relationships with employees and managers by guiding and advising all parties on the interpretation and application of policies, procedures, guidelines, and collective bargaining agreements.
• Leverages positive relationships with union representatives to maintain a collaborative 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
  • Grievance process
• Trains and develops managers on 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
  • Performance management
• Independently investigates and resolves workplace concerns such as performance feedback, management fairness, communication concerns, policy complaints, bullying, harassment, discrimination, sexual harassment, retaliation, violent or threatening behavior, or any other situation that poses a risk to the organization 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 by serving as a notetaker in incident hearings, drafting and reviewing relevant documents, and serving as a thought partner.
• Coaches managers through the performance improvement process by consulting 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, drafting written grievance responses for review, and serving as a thought partner throughout the process.
• Trains ELR staff on organizational policies and procedures and acts as a mentor 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, develop, 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 for employees and managers on all HR-related processes and refers employees to the appropriate HR team based on questions and concerns.

Requirements

• Bachelor’s degree, preferably in business administration, human resources, labor relations, psychology, or a related field. Equivalent combination of relevant education and experience may be substituted.
• Five (5) years of progressive HR experience in employee and labor relations, talent acquisition, total rewards, organizational effectiveness, and/or training.
• Valid driver’s license with a driving record in accordance with organizational guidelines.
• Certification in Human Resources (e.g., SHRM-CP or SHRM-SCP) is preferred.

Skills

• Extensive knowledge in employee and labor relations, collective bargaining agreements, and HR compliance.
• Proficiency in a wide variety of HR areas, including talent acquisition, total rewards, organizational effectiveness, and training.
• Familiarity with HR information systems.
• Proficiency in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint).
• Effective written and verbal communication, organizational skills, and decision-making abilities.
• Ability to plan, coordinate, establish, and maintain effective working relationships and prioritize workloads based on available resources.
• Detail-oriented with the ability to manage large amounts of data, maintain comprehensive records, analyze and organize information, and demonstrate effective project and time management skills.
• Strong negotiation and conflict resolution skills to address issues and opportunities for improvement.

Pay

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

Benefits

• 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 facilities
  • Corporate discounts
• Active Health & Wellness Program promoting work-life balance.