Primary Role

Ensures alignment of business and HR strategies with service delivery. This role will provide solutions related to employee relations matters and strategic HR business needs in partnership with HR Centers of Expertise. This role will act as the primary Human Resources contact for the IT organization, and duties include

Employee Relations and HR Business Partner responsibilities. This role will act as the primary Human Resources contact responsible for Employee Relations and HR Business Partner duties typically for a smaller scale operation/business line determined by either geographic or employee size.

Key Accountabilities

• Provides Employee Relations expertise and guidance in union and non-union environments; handles employee questions, investigates issues and recommends and tracks coaching and discipline.
• Ensures an excellent employee experience throughout the lifecycle of employment which includes onboarding and offboarding.
• Provides talent acquisition consulting in partnership with talent acquisition partner.
• Facilitates and delivers training on a variety of HR topics.
• Analyzes and tracks employee relations trends to proactively identify and address areas of opportunity and improve employee engagement.
• Acts as part of the local leadership team and provides guidance and HR consultation to business leaders.
• Partners with various levels of leadership to identify and grow talent and technical capability for the business.
• Provides input and coaching to management team to support performance management and compensation processes, operational improvements and problem-solving activities.
• Joins project teams in support of the broader HR team and business initiatives.
• Uses information systems to prepare and communicate metrics and quantitative data on HR and employee related activities.
• Ensures adherence with all state and federal employment laws and regulations. Manage compliance reporting processes.

Knowledge/Skills

• Expertise in Employee Relations
• Knowledge of Labor Relations processes and laws
• Broad understanding and ability to apply concepts of key HR areas to include Organizational Development, Change Management, Talent Acquisition, Learning and Development, Compensation and Benefits/LOA.
• Thorough understanding of regulatory requirements in recruiting, performance management, employee development, compensation, succession planning and employee and labor relations.
• Demonstrated coaching and strategic consultation to business leaders
• Ability to collaborate across a matrixed organization
• Ability to navigate technology platforms
• Whatever it takes approach, sense of urgency, maturity and professionalism
• Ability to communicate effectively verbally and in writing
• Must be able to deal with strict confidentiality
• Strategic thinking skills, including influence
• Strong teamwork and ability to work independently with minimal supervision
• Strong communicator, customer focused, ability to work cross-collaboratively across different HR groups and Legal.
• Solution and data-oriented approach to problem-solving and proven experience in project management and policy development.
• Strong interpersonal and stakeholder management skills.
• Intercultural sensitivity and adept with handling sensitive and confidential data. Ability to demonstrate attention to detail and strong organizational skills.

Experience/Education

• Minimum 7 years applicable experience, which should include: Facilitation of a departmental organization re-design Participated in Talent Acquisition process
• Participated in multiple compensation review cycles
• Led investigations, administered discipline and performance management Provided consultation to business leaders
• Experience in a union environment
• Bachelor’s degree or equivalent experience
• Prior experience as an HRBP for IT preferred

Travel Requirements

Occasional travel required, which may include overnight travel

Other

Indoor office environment

Competencies