Human Resources Business Partner

WeDriveU•Chicago, IL

8d•Hybrid

About The Position

WeDriveU is the leader in shared mobility solutions that connect communities, campuses, and workplaces. WeDriveU operates private shuttle and public transit systems across the U.S., serving millions of passenger journeys each year. The company's 5,500+ team members operate 4,000 vehicles across 55 U.S. locations, providing safe, reliable, and sustainable transportation solutions as part of a global family of brands serving more than 1 billion bus and rail passengers on four continents. Position Summary The Human Resources Business Partner will report to the VP of People and serve as a strategic and hands-on HR partner to WeDriveU operations in the Chicago market. This role requires strong, demonstrated labor relations experience in a unionized environment. The HRBP will work closely with operational leaders, employees, shop stewards, union representatives, and the broader People team to manage employee and labor relations matters, administer collective bargaining agreements, resolve grievances, conduct investigations, and provide practical HR guidance that supports both the business and our employees. The successful candidate will be comfortable operating independently in a fast-paced, high-volume environment and will bring the judgment, credibility, and labor relations experience needed to advise leaders on complex and sensitive workforce matters.

Requirements

5+ years of progressive Human Resources experience, preferably in an HR Business Partner, Employee Relations, or Labor Relations role.
Demonstrated experience supporting unionized employee populations.
Hands-on experience administering collective bargaining agreements and managing grievances.
Experience working directly with union representatives, business agents, and shop stewards.
Strong experience advising leaders on employee relations, investigations, progressive discipline, performance management, and terminations.
Strong working knowledge of federal and state employment laws, wage and hour requirements, the National Labor Relations Act, and labor-management practices.
Ability to independently manage sensitive, complex, and high-volume employee and labor relations matters with sound judgment and discretion.
Strong written and verbal communication skills with the ability to influence, coach, and advise leaders at multiple levels of the organization.
Strong organizational and analytical skills with the ability to manage multiple priorities and follow matters through to completion.
Proficiency with HR systems, Microsoft Excel/Google Sheets, and Google Workspace.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, Labor Relations, or a related field.
Experience supporting a high-volume, hourly workforce in transportation, transit, logistics, manufacturing, distribution, or a similar operational environment.
Experience preparing grievance responses and supporting arbitration matters.
Experience partnering with field operations across multiple locations or business units.
PHR/SPHR, SHRM-CP/SHRM-SCP, or other relevant HR or labor relations certification.

Responsibilities

Serve as the primary HR business partner to assigned Chicago operations, providing hands-on employee and labor relations support in a unionized environment.
Build strong, trusted relationships with operational leaders, employees, shop stewards, union representatives, and business agents.
Interpret and administer collective bargaining agreements and advise management on consistent application of contract provisions, company policies, established practices, and applicable employment laws.
Manage the grievance process from initial filing through resolution, including investigating allegations, gathering documentation, preparing management responses, participating in grievance meetings, and supporting arbitration preparation when necessary.
Advise leaders on employee relations matters including attendance, performance management, progressive discipline, suspensions, terminations, workplace conduct, and other corrective actions, with appropriate consideration of CBA requirements and past practices.
Conduct effective, thorough, timely, and objective workplace investigations involving employee complaints, policy violations, harassment, discrimination, retaliation, workplace conduct, and other employee relations concerns.
Partner with Employee & Labor Relations and Legal on escalated grievances, arbitration matters, unfair labor practice issues, bargaining-related matters, and other complex employee relations concerns.
Coach and advise managers on documentation, performance expectations, corrective action, employee relations practices, and effective labor-management relationships.
Maintain in-depth knowledge of federal, state, and local employment requirements and provide guidance that reduces risk and supports consistent HR practices.
Identify employee and labor relations trends and recommend practical solutions to improve engagement, retention, productivity, and operational effectiveness.
Ensure employee relations and labor matters are documented appropriately and followed through to resolution with clear and timely communication to employees and leaders.
Partner with leaders on organizational and workforce matters, including staffing challenges, employee engagement, retention, change management, and other business needs.
Use workforce data and HR metrics to identify trends, support recommendations, and help leaders make informed people decisions.
Support HR projects, policy implementation, training initiatives, and other People team priorities as needed.
Additional duties and responsibilities may apply based on business needs.