HR Business Partner - Employee & Labor Relations

BROE Group and it's managed affiliates•Denver, CO

96d•Hybrid

About The Position

The HR Business Partner – Employee & Labor Relations focuses on employee relations, labor relations, and HR compliance for a privately owned family business. The role partners with business leaders to support employee performance and engagement, ensure compliance with labor laws, and improve performance-management practices while applying company policies consistently. The position is expected to demonstrate the company values of safety, honesty, ownership, respect, and teamwork. The role handles employee-relations intake, fact gathering, investigations, interviews, case documentation, corrective actions, performance improvement plans, and separation documentation. It also coordinates stay and exit interviews, monitors the 90-day probationary process, and supports manager resources and training. Labor-relations duties include maintaining collective bargaining agreement materials, monitoring compliance, administering grievances, preparing for arbitrations and negotiations, and supporting labor-management meetings. The HR Business Partner provides day-to-day HR consultation to assigned business units, supports workforce planning, performance reviews, talent initiatives, onboarding, employee communications, and manager training. Additional responsibilities include compliance monitoring, audits, policy and procedure support, case-management systems, workforce reporting, due diligence, integrations, mergers and acquisitions, and HR process improvements. This is an onsite role at the Corporate Office four days per week, Monday through Thursday; onsite requirements may change. The role travels up to 25% as business requires. Estimated starting annual salary is $102,376.00, with exact starting salary determined by merit, seniority, geographic location, education, training, and relevant experience. The position is exempt and not eligible for overtime, and is eligible to participate in an annual discretionary bonus.

Requirements

Bachelor’s degree in human resources, business administration, or a related field.
At least 8 years of HR experience, 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 and work effectively with all organizational levels.
Excellent communication, interpersonal, and coaching skills, with the ability to influence stakeholders and build strong relationships.
Strong organizational skills, attention to detail, and ability to manage multiple projects in a fast-paced environment.
Experience working in a family office setting.
Strong analytical and problem-solving skills, including the ability to use data to drive decisions and improvements.
Intermediate computer skills in Microsoft Office Suite.
Professional integrity and accountability.
Ability to adapt to change and ambiguity.
Ability to work in a fast-paced, collaborative environment.

Nice To Haves

HR certification such as SHRM-SCP or PHR.
Previous experience in rail transportation, manufacturing, or related industries.
Union experience and experience working with collective bargaining agreements.
Experience managing difficult employee-relations issues.
Preferred certifications: SPHR, PHR, SHRM-SCP, or SHRM-CP.

Responsibilities

Serve as the first point of contact for routine employee-relations matters; conduct intake meetings and gather facts.
Assist with investigations involving policy violations, attendance, workplace disputes, performance, conduct, and related 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 and records.
Conduct stay and exit interviews, report trends and opportunities at least quarterly, and coordinate actions to address identified issues.
Coordinate and monitor the 90-day probationary-period process.
Assist in developing employee-relations manager resources, training materials, and toolkits.
Maintain collective bargaining agreement libraries, side letters, memoranda of understanding, and labor-relations files; work with Payroll and Benefits to support adherence to CBA articles.
Assist with implementation and communication of newly negotiated collective bargaining agreements, monitor compliance, and communicate potential risks to HR leadership.
Research contract language and historical interpretations to support labor-relations activities.
Coordinate grievance administration, including deadlines, appeals, meetings, 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 and agendas and tracking follow-up actions.
Provide day-to-day HR consultation and guidance to assigned business units and advise managers on attendance, performance management, documentation, organizational changes, and employee development.
Assist leaders with workforce planning and staffing forecasts; partner with Payroll and HR Operations to resolve employee and manager questions.
Support annual performance reviews, goal-setting programs, talent initiatives, manager training, HR communications, and onboarding.
Monitor HR compliance initiatives, policy acknowledgments, and required employee certifications; maintain HR poster compliance across 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- and labor-relations case-management systems.
Generate and analyze workforce reports and dashboards covering turnover, retention, headcount, attendance, and employee-relations metrics.
Assist with HR due diligence, integrations, mergers and acquisitions, and special projects; develop process improvements to increase HR program efficiency and consistency.
Leverage technology and HR measurements and analyses to recommend and implement ways to improve productivity and efficiency across employee-relations processes.
Stay current on employment laws and HR best practices and recommend or implement improvements and compliance measures.
Perform other duties and projects as assigned.