Senior HR Business Partner Labor Relations

Senior HR Business Partner - Employee & Labor Relations Job Description POSITION SUMMARY

The Senior HR Business Partner (SR HRBP) is a strategic and hands‑on advisor who leads complex employee relations and labor relations initiatives, drives HR compliance, and partners with leaders to build high performing, engaged teams. This role serves as a trusted consultant to leadership, an advocate for employees, and a steward of company policies and employment law compliance across a multi‑state, field‑focused environment.

Serves as an employee champion, advocate, and change agent. Establishes partnerships within the Human Resources department and across functions to deliver value‑added service to employees and leaders.

The Senior HR Business Partner demonstrates and adheres to the Company values of safety, honesty, ownership, respect, and teamwork to ensure a successful partnership with customers and employees that result in OmniTRAX’ s continued success.

Employee Relations:

• Develop and drive implementation of employee relations strategies, policies, and procedures.
• Understand business operations strategically and tactically to proactively manage employee relations and act as a change agent.
  • Partner with leaders and employees to establish and maintain a positive work environment; encourage full use of diverse talents and abilities; function as an employee advocate; help drive corporate and business initiatives.
  • Consult with managers to build high‑performance teams and engaged employees; coach, counsel, and guide leadership on employee relations and HR compliance issues (e.g., FLSA, EEO, ADA) prior to employment actions.
  • Perform timely, impartial, quality investigations and partner with leadership and employees to implement recommendations as a result of the investigation
  • Ensure high‑quality customer service while working with leadership and employees in coaching and counseling.
  • Support performance management discussions; develop strategies with employees and managers to identify and resolve problems; recommend best courses of action, including terminations when appropriate.
  • Ensure compliance with Company policies and applicable federal, state, and local laws and regulations; apply consistency across all employee relations activities.
• Act as key manager of the case management system
• Key user of the case management system to document and capture incidents, investigations, complaints, and disciplinary actions through resolution on a timely basis
• Responsible for ensuring data in the case management system is comprehensive and provide quality reporting of the data from the system
• Serve as an active participant, providing insight to leadership in the Organizational Capability Review program.
• Conduct all in‑person exit interviews; manage feedback from stay interview and exit interview/surveys; compile and present quarterly trends to leadership
• Manage all involuntary terminations end‑to‑end, including investigations, suspensions, recommendations to leadership, and obtaining approvals.
• Organize and manage reduction‑in‑force (RIF) activities when business changes are required, including severance analysis, implementation timelines, meeting agendas, outplacement coordination, coaching managers on employee conversations, preparing/processing severance packets and payments, and addressing employee/manager questions.

Labor Relations:

• Serve as subject matter expert on collective bargaining agreements (CBAs), advising HR and leadership on contract provisions and interpretation.
• Establish and maintain strong relationships with union representatives at field properties, union chairpersons, and other stakeholders.
• Lead coordination and management of collective bargaining negotiations for all labor contracts:
  • Oversee administrative procedures for negotiation meetings, partnering with field leadership who acts as lead negotiator.
  • Attend and record all negotiation meetings and manage follow‑up tasks.
  • Partner with HR and leadership to strategically review current and proposed contract changes and compile necessary information (reference documents, statistical data on labor legislation, labor market conditions,…