Employee Relations Business Partner

Baker Group•Ankeny, IA

1d•Hybrid

About The Position

The Employee Relations Business Partner serves as a trusted investigator and advisor on union and non-union employee relations matters. This role conducts workplace investigations, facilitates case management, provides guidance on workplace concerns, analyzes data, supports policy and procedure development, and helps leaders address performance, conduct, and workplace relationship issues effectively and consistently. The Employee Relations Business Partner works closely with others to promote a respectful, compliant, and high-performing workplace. The role also performs related work as required.

Requirements

Bachelor's degree in Human Resources, Business Administration or related field or equivalent experience considered.
Minimum of five years progressive experience in employee relations, human resources, investigations, or a related field.
Experience conducting workplace investigations in areas such as harassment, discrimination, wage/hour, etc. and advising on remedial action.
Experience working in a unionized environment, including familiarity with collective bargaining agreements, grievance processes and labor-management relations.
Strong knowledge of employment laws and practices, performance management, conflict resolution, and HR policies and procedures.
Experience preparing reports and presenting findings or recommendations to leadership.
Strong proficiency with Microsoft 365 applications (Outlook, Word, Excel).
Excellent verbal and written communication skills.
Strong coaching, communication, facilitation, and relationship-building skills.
Ability to manage confidential matters with sound judgment, neutrality, and discretion.
Strong analytical, organizational, documentation, and follow-through skills.
Ability to handle multiple cases and priorities in a timely and effective manner.
Ability to influence and build trust across all levels of the organization.

Nice To Haves

Construction industry experience preferred.
Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, preferred.

Responsibilities

Conduct timely, thorough, objective, and well-documented employee relations investigations.
Coach managers and leaders through difficult, sensitive, or high-impact conversations.
Advise leaders on performance management, workplace conduct, conflict resolution, and employee concerns.
Provide corrective action advice, including recommendations, documentation, and tracking.
Collaborate with Operations leadership and other key stakeholders to navigate and coordinate relevant union policies, agreements and communications, as well as other industry relationships as it relates to active investigations or related matters.
Manage inquiries to the compliance hotline and email, processing and responding to matters as deemed appropriate in partnership with other compliance hotline managers.
Works with General Counsel and CHRO on complex cases, employee relations strategies, and to escalate appropriate matters to senior leadership, outside legal counsel, etc.
Partner with HR Manager and/or Safety Director to assist with reasonable accommodation investigations, interactive processes and other relevant matters, as well as HIPAA training as needed.
Maintain confidential and accurate case documentation and summaries, metrics, reports, records, and follow-up actions.
Partner with others as appropriate to address union grievances, manage active agency complaints, assist with litigation discovery and processes, as well as other claims.
Provide input on HR policies, procedures, and practices to improve clarity, consistency, compliance, and employee experience.
Assist with the development and delivery of employee relations-related training and other annual required trainings (i.e. respectful workplace, anti-harassment expectations, drug policy, etc.).
Analyze available data, trends and best practices to identify, recommend and help implement useful communications, training, coaching, process improvement, projects and other organizational initiatives and proactive solutions to facilitate a compliant and respectful workplace.
Partner with the HR Compliance Analyst to assist with unemployment filings, responses and hearings, and coordinate and/or provide supporting documentation and testimony as appropriate.
Support compliance with applicable employment laws and Company policy in consultation with the CHRO and General Counsel.
Protect sensitive information and individual privacy to the greatest extent practicable, without promising absolute confidentiality.
Contribute to special related projects and initiatives that support employee relations, HR priorities, process improvements and organizational goals.