Sr. HR Business Partner

New Jersey Resources • Wall, NJ

2d • Hybrid

About The Position

New Jersey Resources (NJR) is seeking a Senior HR Business Partner to provide day-to-day HR business partnership and labor-relations support to employees and managers in assigned businesses, with a significant focus on operations in a unionized environment. The role builds constructive labor-management relationships and ensures consistent application of collective bargaining agreements in support of the Company's business goals.

The position partners with operational leadership, union representatives, supervisors, managers, and HR colleagues to provide practical guidance on labor relations, employee relations, workplace investigations, performance management, corrective action, separations, HR policies, and related matters. It also supports grievance administration and collective bargaining, and provides training and guidance to managers. The role is hybrid and may require travel to field locations as needed.

The expected base pay range is $92,500–$125,000. The role is eligible to participate in an annual short-term incentive program.

Requirements

• Bachelor’s degree in human resources, business, labor relations, or a related field.
• At least 7 years of HR business partner experience, including 5 years of labor and employee relations experience.
• Demonstrated experience working with collective bargaining agreements and union-represented employees.
• Working knowledge of labor relations principles, grievance administration, collective bargaining, workplace investigations, performance management, and corrective action.
• Strong consultation, conflict-resolution, problem-solving, written communication, and verbal communication skills, with the ability to manage multiple priorities.
• Demonstrated ability to build trusted working relationships with union representatives, managers, and employees.
• Proficiency with HR technology and business applications.
• Working knowledge of the National Labor Relations Act, workers’ compensation, and employment laws such as ADA and FMLA.
• Ability to travel to field locations as needed.

Nice To Haves

• Experience with Workday.

Responsibilities

• Partner with operational leadership to provide practical HR and labor-relations guidance that balances operational requirements and collective bargaining obligations.
• Develop and maintain constructive, professional labor-management relationships through regular communication with union representatives, supervisors, managers, and HR leadership.
• Interpret and administer collective bargaining agreements, Company policies, and established practices; advise managers on work rules, attendance, performance management, corrective action, and discipline for represented employees.
• Support the grievance process by investigating grievances, gathering documentation, researching contract provisions and past practices, preparing management responses, participating in grievance meetings, and assisting with resolution.
• Support collective bargaining and contract negotiations, including preparation and research, review of bargaining proposals, contract language analysis, identification of operational impacts, and implementation and communication of negotiated changes.
• Handle employee relations matters and complaints, maintain documentation, and identify patterns, recurring issues, or emerging labor-relations concerns.
• Provide training and guidance to supervisors and managers on collective bargaining agreement administration, employee relations, documentation, performance management, corrective action, communication, and labor-relations practices.
• Conduct timely and objective internal investigations into alleged Code of Conduct or workplace-policy violations and other employee-relations matters, including interviews, evidence review, credibility assessment, documentation of findings, and preparation of reports.
• Manage employee separations, including resignations, retirements, reductions in force, and involuntary terminations, partnering with Legal and other functions to ensure consistency and compliance.
• Review assigned HR policies and procedures and recommend updates to support operational needs, consistent HR practices, collective bargaining obligations, and applicable employment requirements.
• Respond to employee questions about HR policies, procedures, and practices.
• Review and validate HRIS transactions and employee data, as assigned, to ensure accuracy and compliance with HR processes.
• Coordinate and respond to unemployment compensation inquiries and claims.
• Conduct exit interviews with separating employees.
• Partner with HR stakeholders and business leaders on ADA accommodation matters and reasonable-suspicion-of-impairment concerns.
• Analyze employee survey data, communicate results with business leaders, coordinate follow-up, and facilitate focus groups.
• Perform other duties, responsibilities, or initiatives as assigned by the supervisor.
• Travel to field locations as needed to support union-represented employees.

Benefits

• Day-one medical coverage, including prescription, vision, and dental plans.
• 401(k) plan with a company match.
• Direct Stock Purchase Plan with optional employee payroll deductions.
• Wellness programs, including free on-site and off-site fitness centers.
• Confidential Employee Assistance Program.
• Professional development opportunities.
• Tuition reimbursement.
• Vacation and company-paid holidays.
• Flexible work arrangements, including hybrid options based on job responsibilities and business needs.
• Eligibility to participate in an annual short-term incentive program.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior