Human Capital Business Partner III

About the role

The Human Capital Business Partner III (HCBP III) provides senior-level human capital consultation to leaders and managers across the organization. This role partners closely with leadership to define and execute people strategies aligned with business objectives, labor strategy, and organizational priorities.

Responsibilities

• Serves as a strategic advisor to senior leaders, aligning human capital strategies with business goals, labor strategy, and organizational priorities.
• Anticipates workforce risks and trends; partners with leadership to develop proactive, sustainable solutions.
• Supports strategic workforce planning, succession planning, and organizational design initiatives.
• Led organizational assessments and translates strategy into actionable people initiatives.
• Manages highly complex employee and labor relations matters, including grievances, disciplinary actions, and sensitive workplace issues.
• Serves as a senior advisor on labor relations strategy, contract administration, and grievance resolution in a unionized environment.
• Partners with leaders to navigate labor-management issues while maintaining compliance with CBAs and employment law.
• Provides guidance and oversight on investigations involving high-risk matters (e.g., harassment, discrimination, retaliation).
• Advises leaders on employment and labor law compliance, risk mitigation, and best practices.
• Leads or provides senior-level support for investigations requiring advanced judgment and discretion.
• Supports audits and compliance reviews; ensures alignment with internal policy, CBAs, and regulatory requirements.
• Develops and reinforces policy frameworks to support consistent application and legal compliance.
• Coaches senior leaders and managers on performance management, accountability, and corrective action.
• Supports complex performance improvement processes within a unionized environment.
• Guides leaders through difficult conversations and change-related people impacts.
• PARTNERS WITH LEADERSHIP ON DEPARTMENT-LEVEL AND ENTERPRISE-WIDE CHANGE INITIATIVES.
• SUPPORTS WORKFORCE TRANSITIONS, REORGANIZATIONS, AND LABOR IMPACTS RELATED TO ORGANIZATIONAL CHANGE.
• COLLABORATES WITH UNIONS AND STAKEHOLDERS TO SUPPORT SMOOTH IMPLEMENTATION OF CHANGE INITIATIVES.
• Analyzes people data and trends to inform recommendations and support decision-making.
• Acts as a liaison with other Human Capital functions to ensure integrated service delivery.
• Contributes to enterprise initiatives and continuous improvement efforts within Human Capital.
• Completes mandatory compliance training in accordance with established deadlines.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience.
• 7–10 years of progressive human resources experience with demonstrated ownership of complex employee and labor relations matters.
• Significant experience supporting leaders in a unionized environment, including grievance resolution and contract administration.
• Advanced experience leading sensitive and high-risk workplace investigations.
• Strong working knowledge of employment and labor laws.

Preferred Qualifications

• Professional certification (PHR, SPHR, SHRM‑CP, SHRM‑SCP, or equivalent).
• Experience advising senior leaders and executives.
• Experience supporting organizational change, workforce strategy, or labor negotiations.
• Multi-state HR experience.