Senior HR Business Partner - Enid, OK or Wichita, TX

ASRC Federal•Enid, OK

2d•Onsite

About The Position

ASRC Federal is seeking an on-site Senior Human Resources Business Partner (HRBP) to support Base Operations Support teams at Vance Air Force Base and Sheppard Air Force Base. The individual may work from Enid, Oklahoma, or Wichita Falls, Texas, and reports directly to the Human Resources Manager for the Defense & Intel Operating Group. The HRBP partners with leaders and managers to deliver HR programs and services aligned with business objectives. The role covers employee relations, labor relations, policy interpretation, affirmative action and EEO, organizational structure, workforce development, performance management, recruiting support, and training. The position also provides regulatory guidance, supports compliance with labor laws and collective bargaining agreements, conducts workplace investigations, and helps develop a high-performance culture through engagement, career development, and talent management.

Requirements

Bachelor's degree in Human Resources Management or equivalent.
At least 5 years of related experience in human resources management, employee relations, organizational development, workforce management, compensation, training and development, and Service Contract Act administration.
Ability to work independently and as part of a team in a fast-paced, high-volume environment with a strong emphasis on employee relations and effective problem-solving.
Experience working in the government services industry.
Experience working with union-represented workforces.
Must be a U.S. citizen to meet the requirements of supporting the contract.

Nice To Haves

Full lifecycle recruiting experience; sourcing for on-site work in remote locations is a plus.
PHR or SPHR certification is highly desired.

Responsibilities

Assist the Operating Group Human Resources Manager and Senior Director of Human Resources in executing HR programs, policies, and procedures aligned with business objectives and overall strategy.
Partner with senior leaders, line management, Legal, and Labor Relations on employee relations, policy interpretation and implementation, affirmative action/EEO, organizational structure, workforce development, performance management, and training.
Support program-wide recruiting efforts by helping management prepare position descriptions and providing input on job requisitions; ensure adherence to staffing requirements under applicable collective bargaining agreements.
Provide guidance on HR regulatory matters related to day-to-day employee management, minimize organizational risk, and support regulatory compliance.
Maintain working knowledge of federal, state, and local labor laws for the assigned area and update management on policies and processes as needed.
Promote positive employee relations by maintaining confidentiality, building trust and credibility, being approachable and fair, and balancing business and employee needs.
Build positive workforce relationships and promote morale, motivation, trust, and engagement through visible and proactive employee-management practices.
Lead and conduct thorough, objective, timely, and fair investigations into employee relations issues and employee or management concerns; recommend corrective action ranging from coaching to termination.
Assist with labor union management, negotiations, and collective bargaining agreement interpretation.
Partner with Program Managers and Site Managers to establish a high-performance culture through employee engagement, career-path development, and performance management.
Anticipate talent needs based on business strategy and coach managers and employees on talent management processes.
Analyze trends and metrics to develop solutions, programs, and policies.
Develop guidelines, research best practices, and provide training on HR policies and procedures, including progressive discipline, harassment, performance management, and affirmative action.
Ensure compliance with labor laws, labor relations agreements, and policies, including the FLSA, EEOC requirements, ADA, Service Contract Act, and collective bargaining agreements.
Ensure the Drug and Alcohol testing program is administered in compliance with applicable DOT regulatory requirements.