P&C Consultant, People Relations Americas

bp•Whiting, IN

12d•Hybrid

About The Position

The P&C Consultant, People Relations Americas supports the end-to-end labor relations lifecycle at Whiting Refinery. This includes negotiation preparation, bargaining execution, post-negotiation implementation, ongoing contract administration, grievance handling, and disciplinary action. The role also contributes to broader employee relations activities such as workforce engagement, competitive benchmarking, internal investigations, training, and business continuity planning. The position requires a deep understanding of collective bargaining agreements, U.S. labor law, grievance and arbitration processes, and employee relations practices, combined with strong business partnering skills and the ability to operate effectively in a unionized, safety-critical environment.

Requirements

Bachelor’s degree or equivalent experience in Human Resources, Business Administration, Labor Relations, Legal Studies, or a related field.
Labor and employee relations experience with demonstrated responsibility for collective bargaining, contract administration, grievance handling, subject area, and investigations.
Experience operating in a unionized, industrial, or manufacturing environment strongly preferred.
Working knowledge of U.S. labor and employment laws, including NLRA concepts and arbitration processes.
Strong labor relations judgment with the ability to navigate complex, high-risk situations.
Ability to influence and partner effectively with operational leadership.
Excellent written and verbal communication skills.
Strong analytical capability, including contract costing and issue evaluation.
High personal credibility, discretion, and professional presence.

Nice To Haves

Agility core practices
Authenticity
Communication
Continuous Improvement
Creating and measuring impact
Creativity and Innovation
Culture and behaviour change
Data Analysis
Decision Making
Diversity
Employee Engagement
Employee Experience
Equity and Inclusion
Ethical judgement
Influencing
Knowledge Sharing
Leadership Assessment
Leading transformation
Listening
Methods and tools
Offer Management
Programme management
Regional perspective
Resource and budget planning

Responsibilities

Partner with the Labor & Employee Relations Manager and Whiting leadership team to develop bargaining strategies, proposals, and economic costing for successor negotiations covering the four Whiting collective bargaining agreements.
Coordinate and lead negotiations for the smaller Whiting bargaining units: USW Plant Guards (exp. 1/31/27), OPEIU (exp. 9/30/27), USW WCE (exp. 1/14/28).
Support negotiations for larger bargaining units as assigned, including proposal development, costing, issue tracking, and leadership alignment.
Serve as the post-negotiation implementation lead, ensuring timely and accurate execution of successor agreement changes across workforce and refinery scheduling tools, Workday and HR systems, and local procedures and work practices.
Lead the conforming, review, and printing of finalized collective bargaining agreements.
Proactively administer and interpret all applicable Whiting CBAs and Local Agreements, providing consultation and guidance to leaders, supervisors, and support teams.
Serve as a key contact for contract interpretation, including scheduling, overtime, pay practices, benefits administration, and workforce deployment.
Facilitate, track, and handle Step 1 and Step 2 grievances, including coaching line leaders, conducting research, drafting responses, and tracking resolutions.
Support arbitration preparation, including document development, witness coordination, and strategy alignment with legal and leadership teams.
Run and coordinate disciplinary actions for hourly and salaried employees, ensuring consistency, fairness, and compliance.
Manage the application, review, and development of bp core and local policies applicable to the various Whiting bargaining units.
Lead the creation, revision, and administration of Local Agreements & MOAs, Annual Turnaround (TAR) MOAs, and Annual Vacation Scheduling Guidelines.
Participate in joint labor-management committees, special projects, and continuous improvement initiatives.
Track and manage Requests for Information (RFIs), Unfair Labor Practice (ULP) matters, and related labor correspondence.
Participate in Business Integrity and local investigations, partnering with legal, HR, and site leadership as appropriate.
Serve as the primary LR/ER representative supporting site Business Continuity Planning (BCP) and labor-related risk mitigation activities.
Partner with the Scheduling Supervisor to ensure the scheduling team is trained on all CBA requirements, including updates and continuous improvements.
Ensure timely updates to workforce scheduling tools to reflect changes arising from CBAs or MOAs outside of active negotiations.
Develop, update, and facilitate labor & employee relations training for leaders, supervisors, and HR partners.