Human Resources Business Partner

Responsibilities

• Partners with management to ensure that all employee relations matters are approached and resolved in a confidential and professional manner.
• Provides consultation to management and staff regarding performance issues, including review and coaching of performance assessments and disciplinary actions.
• Facilitates meeting discussions.
• Conducts effective, thorough and objective investigations and responds to employee relation issues.
• Proactively works toward issue and/or conflict resolution on a variety of employee relation issues.
• Communicates with administration, managers and legal counsel as needed.
• Proactively counsels managers on a variety of Human Resource issues including policies/procedures and appropriate employment decisions.
• Serves as internal Human Resources consultant by analyzing and recommending solutions to Human Resources issues.
• Supports proactive one point of contact service model and ensures continuity of exceptional internal client services.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Works closely with management and team members to improve work relationships, build morale, increase productivity and retention.
• Communicates with staff to promote positive staff relations and responds to management reporting needs on a variety of Human Resources related activities and programs.
• Assists with organizational change management initiatives.
• Skillfully, facilitates conflict resolution.
• Maintains current knowledge of system wide and location specific procedures, processes, policies and operations.
• Utilizes e-mail, voicemail, and other technology to maintain open channels of communication.
• Assist the Director of HR with local union negotiations, attending union negotiation sessions when necessary.
• Ensures management compliance with all collective bargaining agreements.
• Counsels and assists managers on interpretation of collective bargaining agreements and grievance process.
• Processes, investigates and responds to union grievances and NLRB charges in a timely manner; escalates to Vice President, HR as needed; seeks advice and counsel from employment/labor counsel as needed.
• Interacts with union representatives as needed, and ensure harmonious relationships with unions.
• Attends union arbitrations and NLRB hearings as needed.
• Represents the Company at any unemployment claims hearings or other agency hearings, as needed.
• Partners with Corporate Talent Acquisition team, manage recruitment efforts for all exempt and non-exempt team members, student interns and temporary employees.
• Partners with Corporate Talent Development team, execute hourly employee training programs including coordination/execution of employee development programs and reporting/compliance where required.
• Manages all safety initiatives throughout region under direction of the Safety Director.
• Ensures that Whitsons is maintaining thorough and accurate personnel records, keeping in compliance with all government regulations.

Qualifications

• Bachelor’s degree in Human Resources or related field required.
• Master’s degree in Human Resources or Industrial Relations preferred.

Skills

• 7–10 years of progressive Human Resources management experience required.
• Significant experience working in unionized environments; multi-union experience strongly preferred.
• HRIS experience required (ADP, Ceridian, UltiPro, or similar platforms).
• Proficient in Microsoft Office (Word, Excel, Outlook, PowerPoint).

Pay and Benefits

This role offers a salary range of $80,000-$85,000 annually, based on skills, experience, and location. Employees also receive a comprehensive benefits package including health, dental, vision, 401(k) with company match, generous PTO, and paid holidays.

Equal Opportunity Statement

The duties listed above are intended only as illustrations of the various types of work and duties that may be performed. The omission of specific statements of duty does not exclude them from the position if the work is similar, or a logical assignment to the position, and the Company reserves the right to add additional duties or modify existing duties. The job description does not constitute an employment agreement between the Company and employee and is subject to change by the Company as the needs of the Company and requirements of the job change. Employee’s signature below constitutes an employee’s understanding of the requirements, essential functions, and duties of the position.

Work Schedule

Generally Monday through Friday, 8am-5pm, hybrid.