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New Jersey Resources (NJR) is seeking a Sr. HR Business Partner to provide day-to-day HR business partnership and labor relations support to employees and managers in assigned businesses, with a significant focus on supporting operations in a unionized environment. The role builds constructive labor-management relationships and ensures consistent application of collective bargaining agreements to support the Company's current and long-term business goals.
Major Responsibilities• Partner closely with operational leadership to provide practical HR and labor-relations guidance that balances operational requirements and collective bargaining obligations.• Develop and maintain constructive and professional labor-management relationships through regular, open communication with union representatives, supervisors, managers and HR leadership.• Interpret and administer collective bargaining agreements, Company policies, and established practices, and advise managers on work rules, attendance, performance management, corrective action, and discipline for represented employees to ensure consistency and compliance to labor and employment requirements.• Support the grievance process, including investigating grievances, gathering relevant documentation, researching contract provisions and past practices, assisting with preparation of management responses, participating in grievance meetings, and assisting with resolution.• Support collective bargaining and contract negotiations, as assigned, including preparation and research, bargaining proposals review, contract language analysis, identification of operational impacts, and implementation and communication of negotiated changes.• Handle employee relations matters and complaints of varying complexity, maintain appropriate documentation and identify patterns, recurring issues, or emerging labor-relations concerns that may warrant proactive management attention.• Provide training and guidance to supervisors and managers on collective bargaining agreement administration, employee relations, documentation, performance management, corrective action, effective communication, and labor-relations practices.• Conduct thorough, timely, and objective internal investigations involving alleged violations of the Company’s Code of Conduct, workplace policies, and other employee-relations matters. Responsibilities include conducting interviews, gathering and reviewing relevant documentation and evidence, assessing credibility, documenting factual findings, and preparing clear and objective investigation summaries and reports.• Manage employee separations, including resignations, retirements, reductions in force, and involuntary terminations, for represented and non-represented employees, partnering with Legal and other functions to ensure consistency and compliance with collective bargaining agreements and legal requirements.• Review assigned Human Resources policies and procedures and recommend updates to support operational needs, consistent HR practices, collective bargaining obligations, and applicable employment requirements.• Respond to employee questions on HR policies, procedures, and practices. • Review and validate HRIS transactions and employee data, as assigned, to ensure accuracy and compliance with HR processes. • Coordinate and respond to unemployment compensation inquiries and claims. • Conduct exit interviews with separating employees.• Partner with HR stakeholders and business leaders on ADA accommodation matters and reasonable-suspicion of impairment concerns,…