Overview

The Senior Employee Relations Partner provides strategic human capital support that aligns with priorities of the business. Establishes and drives the Employee Relations Center of Excellence (COE). Reports directly to the Regional Director, Employee Relations and conducts prompt, thorough, objective, and confidential employee and grievance investigations. Partners with business leaders on strategic employee/labor relations initiatives. Assists in field management by interpreting and applying company policies and procedures, as well as any applicable collective bargaining agreements as they relate to legal compliance, labor relations, and employee issues.

Primary Responsibilities

• Provide employee and labor relations support in partnership with the Human Resource Business Partner (HRBP) and other Human Resources (HR) Centers of Excellence (COE) to ensure proper handling of various issues
• Proactively engage and direct business leaders to resolve, coach, and guide managers through employee/labor relations issues in partnership with HRBP to ensure compliance with company policies and/or collective bargaining agreements
• Establishes productive relationships with business and union leadership to support initiatives and maintain positive environment for grievance handling
• Conduct prompt, thorough, and objective workplace investigations of complaints of misconduct and/or policy violations, utilizing proven and acceptable investigative techniques and in accordance with company policy and procedures and applicable collective bargaining agreements
• Investigate complex, high-level, sensitive matters in coordination with compliance, security, and legal departments (internal and external)
• Provide findings and recommendations to leadership and legal counsel based on investigative fact-finding and analysis

Additional Primary Responsibilities

• Review investigation findings with relevant parties and monitor workplace to ensure compliance with recommendations
• Develop and provide employee/labor relations training to field managers (e.g. TIPPS training, Just Cause training, etc.)
• Facilitate Joint Labor Management Meetings and, where applicable, Joint Council grievance hearings, and participate in ad-hoc negotiations of Letters of Understanding and other formal/informal agreements with labor unions
• Investigate and recommend resolutions to resolve grievances between the grieving employee/union and the company
• Partner with leadership and legal counsel to manage grievances through all steps in the grievance process up to arbitration
• Provide support to business leaders and the legal department in collective bargaining sessions
• End-to-end responsibility and execution of reductions in force and terminations in partnership with the HRBP for the client group
• Administration and delivery of performance improvement plans and disciplinary actions via corrective action/performance management in accordance with company policies and ABC compliance
• Perform other job-related duties as assigned

Minimum Qualifications

• Bachelor’s Degree and five years of experience or equivalent education and related experience
• Three to five years’ experience working in a union  environment handling grievance, investigations, Joint Labor Management meetings, while maintaining a positive relationship with local union leadership and shop stewards
• Ability to manage and prioritize multiple complex investigations and/or issues, especially when resource constrained
• Ability to effectively collaborate with other members of the HR team, internal and external Legal Counsel, and other groups in managing employee relations matters
• Experience in the areas of employee/labor relations, internal investigations, conflict resolution, grievance handling, ad-hoc negotiations, and related matters
• Expert knowledge of state and federal employment laws and regulations; ability to apply knowledge to diagnose and develop appropriate solutions to complex cross-organization issues
• Strong presentation, facilitation, and negotiation skills
• Proven success in interacting and influencing senior/executive leadership
• Ability to Travel: 15-20% within the region