Description

Job Summary

The Senior HR Business Partner is a strategic leader responsible for driving change and achieving business results through strong relationship building, influential communication, and deep HR expertise. This role partners with site leaders to develop and implement programs in talent acquisition, engagement and retention, employee relations, and talent development—ensuring HR initiatives are aligned with the operational strategy across both union and non-union environments.

Objectives and Key Outcomes

Strategic HR Leadership

• Align HR priorities with site operational strategies to support business objectives.

• Lead the development and execution of strategic HR initiatives including talent management, staffing, retention, and diversity.

Change Management and Organizational Development:

• Provide expert guidance on change management strategies, including stakeholder analysis and communication planning.

• Enhance management competencies through one-on-one coaching and consultation.

Labor Relations and Compliance:

• Serve as the primary site liaison for Employer/Employee/Union (where applicable) relations, managing contract negotiations, grievance responses, and arbitration processes, and ensuring union free status where applicable.

• Ensure adherence to all federal, state, local, and company policies, including Environmental, Safety, and Health standards.

HR Operational Excellence:

• Oversee payroll, reporting, and administrative functions as the point of contact for local payroll/benefits inquiries.

• Drive continuous improvement in HR processes and service delivery.

Key Responsibilities

HR Strategy & Execution:

• Ensure the HR function’s priorities are customer-centric and aligned with site operational strategies.

• Lead the implementation of HR initiatives across talent acquisition, performance management, and employee engagement.

Talent Pipeline Development:

• Develop and maintain a sustainable talent pipeline for production, trades, technical, and supervisory roles.

Change Management & Coaching:

• Provide subject matter expertise and counsel to department leaders on change management, including identifying stakeholders, assessing gaps, and developing communication plans.Offer one-on-one coaching to enhance leadership and communication effectiveness.

Union & Labor Relations:

• Drive engagement initiatives to maintain union-free status where appropriate

• Where applicable, act as the site lead for managing union labor relations, including contract negotiations, monthly meetings, grievance investigations, arbitration, and other labor relations functions.

Operational HR Administration:

• Manage payroll, reporting, and administrative duties while serving as the primary contact for local payroll/benefits issues.

Competencies

Business Insight: Applying knowledge of business and the marketplace to advance organizational goals.

Customer Focus: Building strong customer relationships and delivering customer-centric solutions.

Action Oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy and enthusiasm

Action Oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy and enthusiasm.

Drives Results: Consistently achieving results, even under rough circumstances.

Attracts Top Talent: Attracting and selecting the best talent to meet current and future business needs

Drives Engagement: Creating a climate where people are motivated to do their best and to help the organization achieve its objectives

Ensures Accountability: Holding self and others accountable to meet commitments

Required KSA’s and Qualifications

• Minimum 5 years of professional HR experience, preferably within a manufacturing and/or unionized environment; or a Bachelor’s degree in Human Resources, Organizational Development, or a related field (or equivalent combination of education and experience).

• Demonstrated expertise in HR practices including talent acquisition, compensation, performance management, leadership development, employee relations, change management, and organizational development.

• Advanced degree or professional certifications in HR or related field a plus

• Experience working in complex, multi-site environments with both union and non-union employees

Working Conditions

• Typical office environment including working with a computer for extended periods of time. May have to occasionally lift items up to 25 pounds.

• This position requires knowledge and awareness of construction and industrial sites. Protective gear will be required where appropriate.

• Position requires occasional overnight travel and the ability to work varied hours, including weekends, based on departmental and business needs.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)