• Partner with business leaders and managers to understand business priorities and translate them into practical people plans and HR solutions.
• Provide coaching, consultation, and HR guidance to leaders and managers on workforce, talent, performance, organizational, and employee matters.
• Use workforce data and HR insights to identify trends, risks, and opportunities and support informed business decision-making.
• Support organizational changes, restructures, workforce initiatives, and business transformation efforts.
• Partner with HR Centers of Excellence to implement enterprise and regional programs while adapting solutions to meet local business and workforce needs.
• Promote AI fluency and support adoption of AI-enabled ways of working across the workforce.
• Identify opportunities to strengthen workforce skills and capabilities in support of evolving business needs.
Labor & Employee Relations
• Serve as a key HR partner for a workforce that includes both union-represented and non-union employees.
• Provide day-to-day labor relations guidance and counsel to leaders and managers regarding interpretation and application of collective bargaining agreements, workplace policies, practices, and employment requirements.
• Manage and support the grievance process, including investigating concerns, gathering and evaluating relevant information, advising management, preparing responses, and partnering with Employee Relations and Legal as appropriate.
• Build and maintain productive working relationships with union representatives while balancing employee, business, and organizational needs.
• Participate in and support labor negotiations, requiring demonstrated negotiation skills and the ability to prepare for and navigate complex labor discussions.
• Support contract administration and the consistent application of collective bargaining agreement provisions.
• Partner with leaders on employee relations matters involving performance, attendance, conduct, conflict resolution, workplace investigations, and policy interpretation.
• Coach managers on effective employee relations practices and appropriate documentation.
• Identify potential employee and labor relations risks and escalate significant compliance, litigation, or business risks to Employee Relations, Legal, or senior HR leadership as appropriate.
• Promote fair, consistent, and compliant employment practices across union and non-union employee populations.
Organizational Effectiveness & Change Management
• Support organizational design and workforce structure initiatives aligned with business priorities.
• Advise and coach leaders through organizational change, restructures, workforce transitions, and evolving operating models.
• Develop and implement change management approaches that support effective communication, employee understanding, and adoption.
• Assess organizational and employee trends and recommend solutions that strengthen engagement, effectiveness, and performance.
• Partner with leaders and HR colleagues to support a positive employee experience during periods of change.
Workforce Planning & Talent Strategy
• Partner with leaders to assess current and future workforce requirements and identify talent and capability needs.
• Support workforce planning activities to align staffing, skills, and organizational capabilities with business objectives.
• Partner with Talent Acquisition on hiring strategies and workforce needs.
• Support talent reviews, succession planning, and development planning for key roles and employee populations.
• Identify talent risks and opportunities and work with leaders to develop appropriate action plans.
Talent Management & Leadership Development
• Facilitate and support performance management, talent review, and employee development processes.
• Coach managers and leaders to strengthen leadership capability, team effectiveness, and employee performance.
• Partner with Talent Development and other HR Centers of Excellence to implement programs that build critical workforce and leadership capabilities.
• Advise leaders on performance improvement, employee development, retention, and career planning.
• Support managers in addressing complex employee performance and conduct matters.
Engagement, Culture & Inclusion
• Partner with leaders to foster a high-performance, inclusive, and engaging workplace aligned with company values.
• Support employee engagement initiatives, including employee survey analysis and action planning.
• Identify workforce trends and recommend actions to strengthen employee engagement, retention, and organizational health.
• Partner with leaders and HR colleagues to promote inclusive talent and employment practices.
• Support fair and consistent application of compensation and reward practices in partnership with Total Rewards.
• Build trusted relationships across union and non-union employee populations and promote constructive employee-management relationships.
HR Programs, Compliance & Continuous Improvement
• Implement HR programs, policies, frameworks, and tools in alignment with business requirements and enterprise HR practices.
• Ensure HR practices comply with applicable employment and labor requirements, company policies, and collective bargaining agreements.
• Lead or contribute to HR projects and initiatives that improve organizational effectiveness and employee experience.
• Identify opportunities to improve HR processes, tools, and ways of working.
• Partner effectively across HR, Employee Relations, Legal, Compliance, and business teams to resolve complex workforce matters.
• Maintain current knowledge of HR practices, employment and labor relations trends, and evolving HR technologies.