HR Business Partner - Employee & Labor Relations

POSITION SUMMARY

The 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.

The HR Business Partner – Employee & Labor Relations 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 the organization’s continued success.

ESSENTIAL RESPONSIBILITIES

Employee 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 RESPONSIBILITIES

None

REQUIRED 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 LICENSES

None

PREFERRED 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

Onsite at the Corporate Office four days per week (Monday-Thursday). Onsite requirements are subject to change at any time.
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 REQUIREMENTS

Physical Requirements

% of Work Time

Remain 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%

DISCLAIMER
Applications will be accepted on an ongoing basis until the position is filled.

OmniTRAX conducts its recruiting and hiring activities directly and does not utilize third-party recruiting agencies, staffing firms, search firms, or fee-based referral services unless specifically engaged through a written agreement authorized by the Company. OmniTRAX does not accept unsolicited resumes or candidate submissions from any agency or firm. Resumes or candidate information submitted to any OmniTRAX employee without a valid, fully executed recruiting agreement and a specific requisition assignment authorized by the Company will be deemed unsolicited and become the property of OmniTRAX. OmniTRAX reserves the right to pursue and hire any candidate submitted through unsolicited means without any obligation to pay a fee, commission, or other compensation to the submitting agency.