Senior HR Business Partner Labor Relations

Position: Senior HR Business Partner - Employee & Labor Relations

POSITION SUMMARY

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.

ESSENTIAL RESPONSIBILITIES

Employee Relations:

• 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.

Labor Relations:

• 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…