Senior HR Business Partner - Employee & Labor Relations

BROE Group and it's managed affiliates•Denver, CO

56d

About The Position

The Senior HR Business Partner (SR HRBP) is a strategic and hands-on advisor who leads complex employee relations and labor relations initiatives, drives HR compliance, and partners with leaders to build high performing, engaged teams. This role serves as a trusted consultant to leadership, an advocate for employees, and a steward of company policies and employment law compliance across a multi-state, field-focused environment. Serves as an employee champion, advocate, and change agent. Establishes partnerships within the Human Resources department and across functions to deliver value-added service to employees and leaders. The Senior HR Business Partner demonstrates and adheres to the Company values of safety, honesty, ownership, respect, and teamwork to ensure a successful partnership with customers and employees that result in OmniTRAX’ s continued success.

Requirements

Bachelor’s degree in Human Resources, Business, or related field
10+ years of progressive generalist experience in Human Resources with a strong background in employee relations, labor relations and employment law compliance
Experience working in a multi-state, field focused organization
Strong business and financial acumen to align business strategies to people initiatives
Service oriented attitude with a sense of urgency and attention to detail
Ability to manage personnel issues with confidentiality, respect, discretion and professionalism
Thought leader to develop best practice workplace policies, and procedures
Strategic and critical thinker with tactical application: present innovative solutions to business challenges with foresight and “big picture” perspective
Sound decision making and problem-solving skills; resolve complex employee relations issues
Research and analyze data to arrive at valid conclusions, recommendations and plans of action
Identify and prioritize key HR needs; strategically develop and implement appropriate programs
Superb consultation and influencing skills: establish trusted relationships with both employees and leaders
Solid understanding and skill to be impartial, and exhibit extreme fairness to assess each situation
Excellent verbal and written communication skills; effectively converse with all levels of the company
Proficient computer skills in Microsoft Office Suite
Professional integrity and accountability
Ability to be agile and adapt to change & ambiguity well
Work in fast-paced, collaborative environment

Nice To Haves

Previous experience in Rail Transportation, Supply Chain Logistics, Manufacturing
Labor Relations experience and working with collective bargaining agreements
Experience managing difficult employee relations issues
SPHR, PHR, SHRM-SCP or SHRM-CP

Responsibilities

Develop and drive implementation of employee relations strategies, policies, and procedures.
Understand business operations strategically and tactically to proactively manage employee relations and act as a change agent.
Partner with leaders and employees to establish and maintain a positive work environment; encourage full use of diverse talents and abilities; function as an employee advocate; help drive corporate and business initiatives.
Consult with managers to build high-performance teams and engaged employees; coach, counsel, and guide leadership on employee relations and HR compliance issues (e.g., FLSA, EEO, ADA) prior to employment actions.
Perform timely, impartial, quality investigations and partner with leadership and employees to implement recommendations as a result of the investigation
Ensure high-quality customer service while working with leadership and employees in coaching and counseling.
Support performance management discussions; develop strategies with employees and managers to identify and resolve problems; recommend best courses of action, including terminations when appropriate.
Ensure compliance with Company policies and applicable federal, state, and local laws and regulations; apply consistency across all employee relations activities.
Act as key manager of the case management system
Key user of the case management system to document and capture incidents, investigations, complaints, and disciplinary actions through resolution on a timely basis
Responsible for ensuring data in the case management system is comprehensive and provide quality reporting of the data from the system
Serve as an active participant, providing insight to leadership in the Organizational Capability Review program.
Conduct all in-person exit interviews; manage feedback from stay interview and exit interview/surveys; compile and present quarterly trends to leadership
Manage all involuntary terminations end-to-end, including investigations, suspensions, recommendations to leadership, and obtaining approvals.
Organize and manage reduction-in-force (RIF) activities when business changes are required, including severance analysis, implementation timelines, meeting agendas, outplacement coordination, coaching managers on employee conversations, preparing/processing severance packets and payments, and addressing employee/manager questions.
Serve as subject matter expert on collective bargaining agreements (CBAs), advising HR and leadership on contract provisions and interpretation.
Establish and maintain strong relationships with union representatives at field properties, union chairpersons, and other stakeholders.
Lead coordination and management of collective bargaining negotiations for all labor contracts:
Oversee administrative procedures for negotiation meetings, partnering with field leadership who acts as lead negotiator.
Attend and record all negotiation meetings and manage follow-up tasks.
Partner with HR and leadership to strategically review current and proposed contract changes and compile necessary information (reference documents, statistical data on labor legislation, labor market conditions, prevailing union/management practices, wage and salary surveys, and employee benefit programs) prior to CBA negotiations.
Review contract provisions and proposed changes; collaborate with leaders to evaluate and recommend modifications.
Collaborate with HR/Payroll to ensure all terms, wage and benefit revisions from newly signed agreements are accurately updated in HR systems.
Provide labor relations training to leaders and HR
Manage grievance processes per CBA, investigating and resolving grievances; advise, consult, and prepare responses for leadership in grievances, arbitrations, unfair labor practice proceedings, and other labor matters.
Collaborate with Legal, affected leadership, and labor relations consultants on grievance, arbitration, and unfair labor practices; develop and write arbitration submissions supporting terminations; serve as the Company representative in all arbitration hearings.
Issue reinstatement letters; partner with Payroll on back pay calculations; manage Railroad Board reinstatement requirements and support rail properties for returning employees.
Manage and maintain case management system by recording and updating grievances, claims, hearings/investigations, arbitrations, and related activities.
Research and stay current on employment laws, trends, and best practices to ensure:
HR activities comply with all federal, state, and local employment laws and regulations.
Company policies are updated timely to remain compliant.
Best-practice employment policies are identified, developed, and updated for business operations and overall HR compliance.
Develop and deliver HR compliance training modules/webinars for leadership, including (but not limited to) sexual harassment prevention and discrimination.
Design clear, modern, and accessible communication strategies to educate managers and employees on HR policies.
Manage and prepare compliance audit reports, including annual filings to government agencies and vendors.
Maintain and process unemployment notices and potential charges in a timely, efficient manner.
Due to the nature of the role, the employee may be required, as needed, to assume additional HR or business activities/projects to solve problems for the organization that are not part of their normal employee relations or labor relations activities.
Leverage technology to deliver HR value: create HR measurements and analyses; recommend and implement techniques to improve productivity and increase efficiencies across employee relations processes.
Assist with mergers and acquisitions (HR due diligence, integration planning, employee communications, and policy/process alignment).
Recommend and implement improvements and compliance measures as needed for HR best practices.