Labor and Employee Relations Business Partner

NAES•Issaquah, WA

7h•$110,500 - $127,100•Hybrid

About The Position

The Labor and Employee Relations Business Partner serves as a strategic and hands-on Human Resources partner to assigned power plants and operational client groups across the United States. This position requires strong labor and employee relations experience, including the ability to independently assess and resolve complex workplace issues, conduct investigations, respond to grievances, and provide sound recommendations to HR and operational leaders. The Labor and Employee Relations Business Partner also supports labor relations activities in unionized environments, including collective bargaining agreement negotiations and interpretation, grievance support, labor relations compliance, and partnership with HR leadership on labor-related matters. The successful candidate will have experience supporting operations-based environments, preferably within energy, power generation, industrial, and/or multi-site environments. This role is well-suited for an experienced HR Business Partner with foundational labor relations experience who is interested in continuing to grow in collective bargaining, grievance management, and union negotiation support.

Requirements

Minimum of 7 years of Human Resources experience handling employee relations issues and conducting workplace investigations.
Experience resolving complex employee relations matters, including employee complaints, workplace conduct concerns, performance issues, corrective action, and terminations.
Experience conducting HR investigations, including interviewing employees, reviewing facts and evidence, documenting findings, and making recommendations.
Labor relations experience, including exposure to unionized environments, grievance handling, collective bargaining agreement interpretation, contract administration, or related labor relations matters.
HR experience supporting operations, industrial, energy, power generation, manufacturing, construction, or other multi-site field-based environments.
Practical knowledge of core HR disciplines, including employee relations, performance management, compensation, benefits, talent acquisition/retention, organizational development, HR compliance, and employment law.
Thorough knowledge of employment-related laws and regulations.
Proven ability to build trusted relationships with leaders, employees, and HR partners through sound judgment, credibility, discretion, and follow-through.
Experience using Microsoft Office products and HRIS systems.
Valid driver’s license.

Responsibilities

Serve as the Labor and Employee Relations Business Partner for assigned power plants and operational client groups, acting as a primary HR point of contact for managers, supervisors, employees, and plant administrative contacts.
Provide guidance and consultation to management on employee relations matters, performance management, corrective action, policy interpretation, conflict resolution, employee engagement, and workplace conduct concerns.
Independently conduct workplace investigations related to employee complaints, misconduct, policy violations, grievances, and other workplace concerns. Responsibilities may include interviewing employees, reviewing facts and evidence, documenting findings, and making recommendations to HR Manager.
Partner with HR Manager, Legal, and operational leaders on complex employee relations matters, high-risk employment decisions, investigations, terminations, and other sensitive workplace issues.
Support labor relations activities for assigned unionized locations, including interpretation of collective bargaining agreements, grievance support, contract administration, and guidance to managers regarding labor relations practices.
Assist with grievance preparation and response, including gathering information, reviewing applicable contract language, assessing risk, and partnering with HR Manager and/or Legal as appropriate.
Participate in labor relations meetings, union discussions, and collective bargaining preparation as needed.
Provide guidance and support to managers and supervisors regarding employment laws, HR policies, labor relations obligations, and consistent application of company practices.
Manage and support implementation of HR initiatives, programs, policies, and procedures, including compliance, onboarding and exiting, performance management, training, compensation, benefits, employee safety, and employee engagement initiatives.
Lead or support mobilization and demobilization HR activities for assigned client groups, including employee transition support, onboarding, offboarding, communications, and related HR processes.
Create and conduct presentations both in-person and electronically.
Approve and/or process HR transactions related to onboarding, employee status changes, and terminations, ensuring accuracy, consistency, and compliance with applicable policies and procedures.
Conduct new employee and transitioned employee orientations to help employees understand company policies, benefit plans, enrollment provisions, and HR resources.
Act as a resource and provide training to plant administrative contacts, managers, and supervisors to support understanding and compliance with HR policies, benefit programs, employee relations expectations, and labor relations requirements.
Prepare reports and conduct basic analysis to provide metrics, identify trends, support decision-making, and influence business and HR outcomes.
Identify and recommend improvements in Human Resources workflows, business processes, tools, and practices to improve efficiency, consistency, and the employee/manager experience.
Stay informed on changes to employment laws, labor laws, regulations, and HR best practices, and partner with HR Manager to assess potential impact to assigned client groups.
Participate in and/or lead HR projects as assigned.
Perform other duties as assigned.