Labor and Employee Relations Business Partner

At NAES, you’ll find engaging and challenging career opportunities in the power generation, renewable energy and industrial construction industry. At every level of the company, we share a common goal: To instill confidence in our clients through our steadfast commitment to safety, integrity and quality of work.

As the largest independent operator of power facilities in the industry, we’ve come to be viewed as an employer of choice. We strive to attract and retain employees by offering competitive compensation, a comprehensive benefits package (including retirement) and promotional opportunities.

Summary

The Labor and Employee Relations Business Partner serves as a strategic and hands-on Human Resources partner to assigned power plants and operational client groups across the United States.

This position requires strong labor and employee relations experience, including the ability to independently assess and resolve complex workplace issues, conduct investigations, respond to grievances, and provide sound recommendations to HR and operational leaders. The Labor and Employee Relations Business Partner also supports labor relations activities in unionized environments, including collective bargaining agreement negotiations and interpretation, grievance support, labor relations compliance, and partnership with HR leadership on labor-related matters.

The successful candidate will have experience supporting operations-based environments, preferably within energy, power generation, industrial, and/or multi-site environments. This role is well-suited for an experienced HR Business Partner with foundational labor relations experience who is interested in continuing to grow in collective bargaining, grievance management, and union negotiation support.

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. Responsibilities may include interviewing employees, reviewing facts and evidence, documenting findings, and making recommendations to HR Manager.
• 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.
• Lead or support mobilization and demobilization HR activities for assigned client groups, including employee transition support, onboarding, offboarding, communications, and related HR processes.
• 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.
• Act 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.
• Participate in and/or lead HR projects as assigned.
• 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.

Compensation

The compensation range is $110,500 to $127,100 depending on experience.

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.

Physical Requirements and Working Conditions

Work is generally performed in an office or remote office environment, with travel to power plant locations or NAES offices. Travel may be up to 50%. Plant visits may require the use of personal protective equipment, including hard hat, safety glasses, hearing protection, and other site-required PPE. Additional work time may be required during heavy workloads, urgent employee relations matters, investigations, grievances, or labor relations activities.

Normal working hours are 8:00a.m. to 5:00p.m. Monday through Friday. Extended hours may be required based on specific requirements. Ground and air travel is required of this position. Ability to travel up to 50% is required. Work is performed at an established home office environment or headquarters office, and on industrial sites that require protective clothing and equipment. Work at facilities can occur around industrial hazards, in areas of high noise levels, and around new construction. Physical mobility to transverse stairways, ladders, grating, and uneven terrain are essential. Ability to see, hear, read, and react to warning signs, lights, and alarms are essential.

Fit for Duty

All employees will participate in the Fitness for Duty Program. This program includes a post-offer physical examination and drug screening and post-employment random drug screening. There are extensive smoking restrictions in and around the facility.

NAES Safe

Safety is a core value of NAES and as a condition of employment, all employees are expected to be mentally alert and work safely at all times. Additionally, employees are required to adhere to all safety warnings and posted safety signs whenever on company property. Furthermore, employees must follow all NAES safety rules and procedures. Effectiveness in carrying out this responsibility is part of the evaluation of each employee’s performance.

NAES is committed to fostering a diverse and inclusive workplace. We prioritize selecting employees based on merit and competence, seeking individuals of the highest quality, without regard to race, color, religion, national origin, gender, gender identity, sexual orientation, age, disability, military status, or affiliation protected under USERRA, or any other form of discrimination prohibited by applicable local, state, and federal law.