HR & Labor Relations Business Partner
About The Position
The HR & Labor Relations Business Partner plays a vital role in aligning people strategies with organizational goals. As a strategic advisor to leadership, the HRBP ensures the workforce is equipped, supported, and positioned to deliver strong business outcomes. This role partners with operational teams to support labor / employee relations, organizational design, workforce planning, and change management initiatives. By understanding the business deeply and anticipating future needs, the HRBP drives a high-performance culture, enhances employee engagement, and supports leaders in making informed, data-driven decisions. Strong HR support helps the organization stay agile, competitive, and prepared for growth.
Requirements
- Bachelor’s Degree in a related field with a minimum of 4 years of related experience is required. Equivalent work experience may be considered in lieu of degree.
- Deep knowledge of HR policies and programs, with the ability to effectively implement and communicate them across all levels.
- Strong business acumen, excellent communication, and the ability to build collaborative, cross-functional relationships.
- Highly organized with a proven track record of meeting deadlines and rapidly resolving unexpected issues.
Nice To Haves
- Prior Human Resources experience in a manufacturing or union environment.
- Demonstrated agility in guiding leaders through organizational change.
Responsibilities
- Interpret and consistently apply collective bargaining agreements (CBAs) and company policies.
- Lead or support contract negotiations, including proposal development and data analysis.
- Represent the organization in mediations, arbitrations, and grievance meetings.
- Advise leadership on contract compliance, risk mitigation, and grievance management.
- Participate in labor-management committees to foster constructive problem-solving and build trust with union partners.
- Track labor trends, track disciplinary patterns, and analyze workforce metrics to proactively address issues.
- Partner with operational leaders on workforce planning, talent strategy, and change management (restructures, culture initiatives, etc.).
- Guide managers through complex challenges, including performance management, conflict resolution, accommodations, and attendance management.
- Identify skill gaps and design training programs for leaders regarding labor relations and core HR practices.
- Act as the primary escalation contact for highly sensitive or complex HR and labor matters.
- Leverage HR analytics to diagnose organizational issues, recommend actionable solutions, and measure outcomes.
- Work closely with specialized HR teams (Centers of Excellence) to deliver compensation, talent acquisition, training, and benefits programs.
- Ensure strict adherence to employment laws, internal policies, and CBAs.
- Conduct thorough investigations into grievances and employee relations concerns.
Benefits
- Multiple medical plan options
- dental & vision coverage
- life insurance
- long- and short-term disability
- optional supplemental plans (critical illness, accident, hospital indemnity, dependent life)
- 401(k) with employer match
- Up to 3 weeks of vacation
- 8 sick days
- 13 paid holidays annually
- Lifestyle spending account
- employer paid mental health support
- education reimbursement
- professional development opportunities
- adoption assistance
- parental leave
- employee assistance programs
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
