NEW POSITION OPPORTUNITY!
Are you a trusted advisor, thoughtful problem-solver, and confident coach who can help leaders navigate challenging workplace situations? Join our team as an Employee Relations Business Partner and make a meaningful impact through fact-based investigations, practical guidance, engaging training, and solutions that strengthen our workplace culture. With five or more years of employee relations experience in a union environment, as well construction industry experience preferred, you’ll partner with team members, leaders, legal counsel and the HR team to support a respectful, accountable, and high-performing organization.
PURPOSE STATEMENT
The Employee Relations Business Partner serves as a trusted investigator and advisor on union and non-union employee relations matters. This role conducts workplace investigations, facilitates case management, provides guidance on workplace concerns, analyzes data, supports policy and procedure development, and helps leaders address performance, conduct, and workplace relationship issues effectively and consistently. The Employee Relations Business Partner works closely with others to promote a respectful, compliant, and high-performing workplace. The role also performs related work as required.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
The following duties are typical for this job. These are not to be construed as exclusive or all inclusive. Other duties may be required and assigned.
- Conduct timely, thorough, objective, and well-documented employee relations investigations.
- Coach managers and leaders through difficult, sensitive, or high-impact conversations.
- Advise leaders on performance management, workplace conduct, conflict resolution, and employee concerns.
- Provide corrective action advice, including recommendations, documentation, and tracking.
- Collaborate with Operations leadership and other key stakeholders to navigate and coordinate relevant union policies, agreements and communications, as well as other industry relationships as it relates to active investigations or related matters.
- Manage inquiries to the compliance hotline and email, processing and responding to matters as deemed appropriate in partnership with other compliance hotline managers.
- Works with General Counsel and CHRO on complex cases, employee relations strategies, and to escalate appropriate matters to senior leadership, outside legal counsel, etc.
- Partner with HR Manager and/or Safety Director to assist with reasonable accommodation investigations, interactive processes and other relevant matters, as well as HIPAA training as needed.
- Maintain confidential and accurate case documentation and summaries, metrics, reports, records, and follow-up actions.
- Partner with others as appropriate to address union grievances, manage active agency complaints, assist with litigation discovery and processes, as well as other claims.
- Provide input on HR policies, procedures, and practices to improve clarity, consistency, compliance, and employee experience.
- Assist with the development and delivery of employee relations-related training and other annual required trainings (i.e. respectful workplace, anti-harassment expectations, drug policy, etc.).
- Analyze available data, trends and best practices to identify, recommend and help implement useful communications, training, coaching, process improvement, projects and other organizational initiatives and proactive solutions to facilitate a compliant and respectful workplace.
- Partner with the HR Compliance Analyst to assist with unemployment filings, responses and hearings, and coordinate and/or provide supporting documentation and testimony as appropriate.
- Support compliance with applicable employment laws and Company policy in consultation with the CHRO and General Counsel.
- Protect sensitive information and individual privacy to the greatest extent practicable, without promising absolute confidentiality.
- Contribute to special related projects and initiatives that support employee relations, HR priorities, process improvements and organizational goals.
MINIMUM EDUCATION & EXPERIENCE REQUIRED TO PERFORM ESSENTIAL FUNCTIONS
- Bachelor's degree in Human Resources, Business Administration or related field or equivalent experience considered.
- Minimum of five years progressive experience in employee relations, human resources, investigations, or a related field.
- Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, preferred.
- Experience conducting workplace investigations in areas such as harassment, discrimination, wage/hour, etc. and advising on remedial action.
- Experience working in a unionized environment, including familiarity with collective bargaining agreements, grievance processes and labor-management relations.
- Strong knowledge of employment laws and practices, performance management, conflict resolution, and HR policies and procedures.
- Experience preparing reports and presenting findings or recommendations to leadership.
- Strong proficiency with Microsoft 365 applications (Outlook, Word, Excel)
MENTAL AND PHYSICAL COMPETENCIES REQUIRED TO PERFORM ESSENTAL FUNCTIONS
- Excellent verbal and written communication skills.
- Strong coaching, communication, facilitation, and relationship-building skills.
- Ability to manage confidential matters with sound judgment, neutrality, and discretion.
- Strong analytical, organizational, documentation, and follow-through skills.
- Ability to handle multiple cases and priorities in a timely and effective manner.
- Ability to influence and build trust across all levels of the organization.
ENVIRONMENTAL ADAPTABILITY
- Prolonged periods of sitting at a desk working on a computer.
- Must be able to lift 10 pounds occasionally.
- Significant field and client interactions on construction job sites, which may require prolonged periods of standing, walking and/or climbing stairs and exposure to a variety of temperature and weather conditions.
- Travel required to other company locations, construction work sites and external training approximately 20% of the time with occasional overnight stays.
BakerGroupis an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, Baker Group will consider reasonable accommodations for qualified individuals with disabilities and encourage prospective employees and incumbents to discuss potential accommodations with the Employer.
