POSITION SUMMARYThe HR Business Partner - Employee & Labor Relations will focus on Employee Relations, Labor Relations, and HR Compliance for a privately owned family business. This role will partner with business leaders to drive employee performance and engagement and ensure compliance with labor laws. The HR Business Partner - Employee & Labor Relations will have a balanced approach to handling employee relations issues and improving performance management practices while remaining compliant with all HR regulations.
ESSENTIAL RESPONSIBILITIESEmployee Relations & Workplace Investigations (35%)- Serve as the first point of contact for routine employee relations matters.
- Conduct intake meetings and fact gathering for employee relations issues.
- Assist with investigations including but not limited to policy violations, attendance concerns, workplace disputes, performance concerns, and conduct issues.
- Conduct witness interviews and prepare investigation summaries, timelines, and supporting documentation.
- Draft corrective action documentation, performance improvement plans, coaching memoranda, and separation documentation.
- Partner with leaders to address attendance, performance, and conduct concerns through consistent application of company policies.
- Track open investigations and ensure timely completion of required actions.
- Maintain employee relations case files, documentation, and records.
- Conducts stay and exit interviews and report to HR and leadership exit interview & stay interview trends and opportunities at least quarterly. Also responsible for coordinating actions to address issues.
- Coordinate and monitor the 90-day probationary period process.
- Assist in developing manager resources, training materials, and toolkits related to employee relations.
Labor Relations Administration (30%)- Maintain collective bargaining agreement (CBA) libraries, side letters, memoranda of understanding, and labor relations files. Works with Payroll and benefits to ensure adherence to articles included in the CBA.
- Assist with implementation and communication of newly negotiated collective bargaining agreements.
- Monitor compliance with collective bargaining agreements and communicate potential risks or concerns to HR leadership.
- Research contract language and historical interpretations to support labor relations activities.
- Coordinate grievance administration, including deadline tracking, appeals, meeting scheduling, response preparation, case summaries, exhibit packages, and supporting documentation.
- Research and compile wage, benefit, seniority, attendance, and workforce data for grievance responses and contract negotiations.
- Maintain labor relations dashboards and metrics including grievances, discipline, arbitration outcomes, and trends.
- Assist with arbitration hearing preparation including witness coordination and documentation collection.
- Support labor-management meetings by preparing materials, agendas, and follow-up action items.
HR Business Partner Support (25%)- Support assigned business units with day-to-day HR consultation and guidance.
- Partner with managers regarding attendance, performance management, documentation, organizational changes, and employee development.
- Assist leaders with workforce planning activities and staffing forecasts.
- Partner with Payroll and HR Operations to resolve employee and manager questions and concerns.
- Support annual performance review processes, goal-setting programs, and talent initiatives.
- Assist in developing and delivering manager training programs.
- Draft employee and manager communications related to HR initiatives and policy updates.
- Support onboarding activities for managers and employees.
Compliance, Reporting & Special Projects (10%)- Monitor completion of HR compliance initiatives, policy acknowledgments, and required employee certifications.
- Monitor and maintain HR posters compliance in all locations.
- Conduct audits of employee records, labor relations documentation, investigation files, personnel files, and compliance records.
- Support development and maintenance of HR policies, procedures, standard operating procedures, and forms.
- Maintain employee relations and labor relations case management systems.
- Generate and analyze workforce reports and dashboards including turnover, retention, headcount, attendance, and employee relations metrics for internal and leadership use.
- Assist with HR due diligence, integrations, and special projects as assigned.
- Develop process improvements to increase efficiency and consistency across HR programs.
OTHER DUTIES- Leverage technology to deliver value; provide HR measurements and analyses; recommend and implement techniques to improve productivity and increase efficiencies across employee relations processes.
- Assist with mergers and acquisitions.
- Stay current in knowledge of applicable employment laws, and best HR practices; recommend and implement improvements and/or compliance measures, as necessary.
- Perform other duties and projects as assigned.
SUPERVISORY RESPONSIBILITIESREQUIRED QUALIFICATIONS, KNOWLEDGE, SKILLS, AND ABILITIES- Bachelor's degree in human resources, Business Administration, or related field. HR certifications (e.g., SHRM-SCP, PHR) preferred.
- 8+ years of experience in HR, with a strong focus on employee relations and HR compliance.
- Extensive knowledge of federal, state, and local employment laws, regulations, and HR best practices.
- Proven ability to manage and resolve complex employee relations issues, working effectively with all levels of the organization.
- Excellent communication, interpersonal, and coaching skills, with the ability to influence and build strong relationships with stakeholders at all levels.
- High level of organizational skills, attention to detail, and ability to handle multiple projects in a fast-paced environment.
- Experience working in a family office setting.
- Strong analytical and problem-solving skills, with the ability to leverage data to drive decisions and improvements.
- Intermediate computer skills in Microsoft Office Suite
- Professional integrity and accountability
- Ability to be agile and adapt to change & ambiguity well.
- Ability to Work in a fast-paced, collaborative environment.
REQUIRED CERTIFICATIONS AND LICENSESPREFERRED QUALIFICATIONS, KNOWLEDGE, SKILLS, AND ABILITIES- Previous experience in Rail Transportation, Manufacturing, and/or other related industries
- Union experience and working with collective bargaining agreements.
- Experience managing difficult employee relations issues.
PREFERRED CERTIFICATIONS AND LICENSES- SPHR, PHR, SHRM-SCP or SHRM-CP
WORK ENVIRONMENT- Work in a climate-controlled office and routinely use standard office equipment.
COMPENSATION
- Estimated Starting Annual Salary: $102,376.00
- Exact starting salary is determined by merit; seniority; geographic location; education, training, and/or experience related to job duties and responsibilities
- FLSA Status: Exempt, Not Eligible for Overtime
- Eligible for Participation - Annual Discretionary Bonus
BENEFITS
• 401(k) / 401(k) matching
• AD&D insurance
• Dental insurance
• Disability insurance
• Employee assistance program
• Health insurance
• Health savings account
• Life insurance
• Mental wellbeing resources
• Paid Maternity leave
• Paid Parental leave
• Referral program
• Relocation assistance
• Sick time
• Vacation time
• Vision insurance
TRAVEL- Up to 25%, as the business requires.
PHYSICAL REQUIREMENTSPhysical Requirements% of Work TimeRemain in a seated position
80%
Speak and hear clearly
100%
Lift office products and supplies, up to 20 lbs.
20%
Stoop, kneel, bend and reach
10%
Dexterity to write and manipulate keyboard and mouse
100%
