Senior Human Resource Business Partner

Amtech•Tempe, AZ

About The Position

Reporting to the Chief Human Resources Officer (CHRO), the Senior Human Resources Business Partner provides hands-on, day‑to-day HR support across multiple divisions, including environments with represented (union) workforces. This role is responsible for the consistent execution of HR policies, labor agreements, and HR processes; employee and labor relations support; compliance administration; and daily operational HR activities. The position requires a highly responsive, detail‑oriented HR professional with experience in manufacturing environments—preferably semiconductor or consumables—who can effectively support managers and employees while ensuring compliance and labor contract adherence.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification (SHRM‑CP, PHR) preferred.
Minimum of 5+ years of progressive HR experience with direct responsibility for employee relations and HR administration.
Experience working in a unionized manufacturing environment, including applying collective bargaining agreements and supporting grievance processes.
Experience in manufacturing; semiconductor or consumables industry experience preferred.
Working knowledge of federal, state, and local employment and labor laws.
Ability to travel domestically up to 30%, as required.
Strong working knowledge of labor relations practices and union contract administration.
High attention to detail and ability to consistently follow and enforce policies and CBAs.
High level of integrity and discretion when handling confidential employee and labor matters.
Practical experience partnering with legal counsel on employee relations, labor issues, terminations, and investigations.
Ability to manage multiple priorities in a fast‑paced, operational environment.
Proficiency with HRIS platforms (Workday, ADP, SAP, or similar), ATS systems, and Microsoft Office Suite.
Working knowledge of Excel for tracking and reporting HR and labor data.
Strong interpersonal and communication skills with the ability to work effectively with employees, union representatives, and managers at all levels.
Experience maintaining OSHA logs, workers’ compensation administration, and supporting industrial accident investigations.

Nice To Haves

HR certification (SHRM‑CP, PHR) preferred.
Experience in manufacturing; semiconductor or consumables industry experience preferred.
Exposure to ISO standards and safety‑focused environments preferred.

Responsibilities

Provide daily HR and labor relations support to managers and employees, ensuring timely resolution of routine HR and contract-related issues.
Administer and consistently apply HR policies, procedures, and collective bargaining agreements (CBAs) across multiple divisions.
Maintain accurate employee records and ensure data integrity within HRIS and applicant tracking systems (ATS).
Coordinate onboarding activities to ensure new hires are properly set up, oriented, and compliant with company and union requirements.
Serve as the primary point of contact for employee relations matters, including workplace concerns, performance issues, corrective actions, policy interpretation, and CBA application.
Support managers in administering discipline, performance management, and corrective action in accordance with company policy and union contracts.
Assist with investigations, fact‑finding, grievance responses, and documentation related to represented employees.
Participate in grievance meetings, labor‑management discussions, and issue resolution efforts as required.
Act as a liaison between employees, union representatives, and management to address concerns, clarify contract interpretation, and support positive labor relations.
Support recruitment activities, including job postings, candidate screening, interview coordination, and offer administration.
Ensure hiring, promotions, transfers, and job changes are administered in compliance with union agreements where applicable.
Track headcount, turnover, and workforce changes for both exempt, non‑exempt, and represented employee populations.
Ensure compliance with federal, state, local employment laws, and labor regulations through proper documentation and execution.
Administer required compliance and safety training, including harassment prevention and union‑specific training requirements.
Maintain OSHA logs, manage workers’ compensation claims, and support accident reporting and root cause investigations.
Support audits, inspections, and ISO‑related HR and safety compliance activities.
Execute compensation, benefits, and rewards programs as designed, including union‑related wage increases, job classifications, and contract-driven changes.
Support HRIS and ATS functionality through accurate data entry, troubleshooting, and routine reporting.
Track and prepare HR and labor metrics (e.g., grievances, attendance issues, absenteeism, training completion).
Assist with employee engagement, recognition activities, and communication efforts across both represented and non‑represented employees.