Labor and Employee Relations Business Partner

Primary Duties

• Serve as the Labor and Employee Relations Business Partner for assigned power plants and operational client groups, acting as a primary HR point of contact for managers, supervisors, employees, and plant administrative contacts.
• Provide guidance and consultation to management on employee relations matters, performance management, corrective action, policy interpretation, conflict resolution, employee engagement, and workplace conduct concerns.
• Independently conduct workplace investigations related to employee complaints, misconduct, policy violations, grievances, and other workplace concerns.
• Partner with HR Manager, Legal, and operational leaders on complex employee relations matters, high-risk employment decisions, investigations, terminations, and other sensitive workplace issues.
• Support labor relations activities for assigned unionized locations, including interpretation of collective bargaining agreements, grievance support, contract administration, and guidance to managers regarding labor relations practices.
• Assist with grievance preparation and response, including gathering information, reviewing applicable contract language, assessing risk, and partnering with HR Manager and/or Legal as appropriate.
• Participate in labor relations meetings, union discussions, and collective bargaining preparation as needed.
• Provide guidance and support to managers and supervisors regarding employment laws, HR policies, labor relations obligations, and consistent application of company practices.
• Manage and support implementation of HR initiatives, programs, policies, and procedures, including compliance, onboarding and exiting, performance management, training, compensation, benefits, employee safety, and employee engagement initiatives.
• Create and conduct presentations both in-person and electronically.
• Approve and/or process HR transactions related to onboarding, employee status changes, and terminations, ensuring accuracy, consistency, and compliance with applicable policies and procedures.
• Conduct new employee and transitioned employee orientations to help employees understand company policies, benefit plans, enrollment provisions, and HR resources.
• As a resource and provide training to plant administrative contacts, managers, and supervisors to support understanding and compliance with HR policies, benefit programs, employee relations expectations, and labor relations requirements.
• Prepare reports and conduct basic analysis to provide metrics, identify trends, support decision-making, and influence business and HR outcomes.
• Identify and recommend improvements in Human Resources workflows, business processes, tools, and practices to improve efficiency, consistency, and the employee/manager experience.
• Stay informed on changes to employment laws, labor laws, regulations, and HR best practices, and partner with HR Manager to assess potential impact to assigned client groups.
• Perform other duties as assigned.

Working Relationships

• This position reports to an HR Manager.
• The Labor and Employee Relations Business Partner works closely with plant managers, operations leaders, supervisors, employees, plant administrative contacts, Human Resources team members, Legal, and other corporate support functions.
• This role supports employees and leaders at multiple locations and does not have direct supervisory responsibilities.

Job Qualifications

• Minimum of 7 years of Human Resources experience handling employee relations issues and conducting workplace investigations.
• Experience resolving complex employee relations matters, including employee complaints, workplace conduct concerns, performance issues, corrective action, and terminations.
• Experience conducting HR investigations, including interviewing employees, reviewing facts and evidence, documenting findings, and making recommendations.
• Labor relations experience, including exposure to unionized environments, grievance handling, collective bargaining agreement interpretation, contract administration, or related labor relations matters.
• HR experience supporting operations, industrial, energy, power generation, manufacturing, construction, or other multi-site field-based environments.
• Practical knowledge of core HR disciplines, including employee relations, performance management, compensation, benefits, talent acquisition/retention, organizational development, HR compliance, and employment law.
• Thorough knowledge of employment-related laws and regulations.
• Proven ability to build trusted relationships with leaders, employees, and HR partners through sound judgment, credibility, discretion, and follow-through.
• Experience using Microsoft Office products and HRIS systems.
• Valid driver’s license.