Labor and Employee Relations Business Partner

Labor And Employee Relations Business Partner

At NAES, you'll find engaging and challenging career opportunities in the power generation, renewable energy and industrial construction industry. At every level of the company, we share a common goal:
To instill confidence in our clients through our steadfast commitment to safety, integrity and quality of work.

As the largest independent operator of power facilities in the industry, we've come to be viewed as an employer of choice. We strive to attract and retain employees by offering competitive compensation, a comprehensive benefits package (including retirement) and promotional opportunities.

The Labor And Employee Relations Business Partner serves as a strategic and hands-on Human Resources partner to assigned power plants and operational client groups across the United States.

This position requires strong labor and employee relations experience, including the ability to independently assess and resolve complex workplace issues, conduct investigations, respond to grievances, and provide sound recommendations to HR and operational leaders. The Labor And Employee Relations Business Partner also supports labor relations activities in unionized environments, including collective bargaining agreement negotiations and interpretation, grievance support, labor relations compliance, and partnership with HR leadership on labor-related matters.

The successful candidate will have experience supporting operations-based environments, preferably within energy, power generation, industrial, and/or multi-site environments. This role is well-suited for an experienced HR Business Partner with foundational labor relations experience who is interested in continuing to grow in collective bargaining, grievance management, and union negotiation support.

Primary duties include serving as the Labor And Employee Relations Business Partner for assigned power plants and operational client groups, acting as a primary HR point of contact for managers, supervisors, employees, and plant administrative contacts. Provide guidance and consultation to management on employee relations matters, performance management, corrective action, policy interpretation, conflict resolution, employee engagement, and workplace conduct concerns. Independently conduct workplace investigations related to employee complaints, misconduct, policy violations, grievances, and other workplace concerns.

Partner with HR Manager, Legal, and operational leaders on complex employee relations matters, high-risk employment decisions, investigations, terminations, and other sensitive workplace issues. Support labor relations activities for assigned unionized locations, including interpretation of collective bargaining agreements, grievance support, contract administration, and guidance to managers regarding labor relations practices.

This position reports to an HR Manager. The Labor And Employee Relations Business Partner works closely with plant managers, operations leaders, supervisors, employees, plant administrative contacts, Human Resources team members, Legal, and other corporate support functions. This role supports employees and leaders at multiple locations and does not have direct supervisory responsibilities.

The compensation range is $110,500 to $127,100 depending on experience.

Minimum of 7 years of Human Resources experience handling employee relations issues and conducting workplace investigations. Experience resolving complex employee relations matters, including employee complaints, workplace conduct concerns, performance issues, corrective action, and terminations. Experience conducting HR investigations, including interviewing employees, reviewing facts and evidence, documenting findings, and making recommendations. Labor relations experience, including exposure to unionized environments, grievance handling, collective bargaining agreement interpretation, contract administration, or related labor relations matters.

HR experience supporting operations, industrial, energy, power generation, manufacturing, construction, or other multi-site field-based environments. Practical knowledge of core HR disciplines, including employee relations, performance management, compensation, benefits, talent acquisition/retention, organizational development, HR compliance, and employment law. Thorough knowledge of employment-related laws and regulations. Proven ability to build trusted relationships with leaders, employees, and HR partners through sound judgment, credibility, discretion, and follow-through.

Experience using Microsoft Office products and HRIS systems. Valid driver's license.

Work is generally performed in an office or remote office environment, with travel to power plant locations or NAES offices. Travel may be up to 50%. Plant visits may require the use of personal protective equipment, including hard hat, safety glasses, hearing protection, and other site-required PPE. Additional work time may be required during…