Industrial Relations Business Partner

BENEFITS

We value our employees’ time and efforts. Our commitment to your success is enhanced by our competitive compensation and an extensive benefits package including paid time off, medical, dental, and vision benefits, and future growth opportunities within the company. Plus, we work to maintain the best possible environment for our employees, where people can learn and grow with the company.

Qualifications

• Bachelor’s degree in Human Resources, Industrial Relations, Business Administration, or a related field required.
• Advanced degrees and/or professional certifications (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR, CCP, or equivalent) are preferred.
• Minimum of five (5) years of experience in labor relations, employee relations, human resources, or a related field preferred.
• Experience working in a unionized environment is highly preferred.
• Experience in manufacturing, refining, petrochemical, or other industrial environment is required.
• Demonstrated knowledge of labor laws, collective bargaining agreements, grievance administration, and employee relations practices is a plus.

Responsibilities

• Advise and assist line supervisors and managers on daily IR issues affecting their teams.
• Collaborate constructively with union stewards and committee members to address employee concerns.
• Draft formal responses to grievances and information requests in alignment with contractual and legal standards.
• Accurately document discussions from grievance meetings, union-management negotiations, and other IR-related engagements.
• Maintain organized records of grievances, unfair labor practices (ULPs), arbitration cases, and negotiation outcomes.
• Collaborate and resolve pay-related issues stemming from contractual interpretations with Payroll.
• Lead or support the IR Manager on key deliverables and strategic initiatives as assigned.
• Collaborate with the Industrial Relations Manager and Deer Park site leadership to define the organization’s long-term and short-term Industrial Relations and Human Resources strategy.
• Assists with the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for hourly and front-line workers; collaborates with managers as required to understand skills and competencies required for openings.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides guidance to the human resources and management team on IR matters and assists with resolution of day-to-day human resources and labor relations issues.
• Manages routine labor relations and human resources inquiries related to policies, procedures, and bargaining agreements; refers complex matters to appropriate management personnel.
• Serves as an initial contact and liaison for intake and assessment of employee grievances.
• Conducts investigations into employee relations and employee grievance matters.
• Assists with the preparation of documents and records required for contract negotiations, meetings, and negotiations with employee and labor organizations.
• Performs routine tasks required to administer and execute human resources programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Attends and participates, as required, in employee disciplinary meetings, terminations, and investigations.
• Maintains current knowledge of applicable laws, regulations, and best practices in employment law, human resources, and talent management.
• Participate in professional development and networking conferences and events.