Sr HR Generalist/HR Business Partner

POSITION SUMMARY

The Senior Human Resources Business Partner / Senior HR Generalist is a senior-level HR professional responsible for end-to-end recruiting, onboarding, employee relations, and union/CBA administration, while serving as a trusted advisor to managers and leaders.

This role operates with a high degree of autonomy and judgment, owning outcomes across the employee lifecycle and acting as the day-to-day authority on hiring, performance management, labor-related matters, and people processes. The role bridges strategic intent with operational execution in a unionized and regulated environment.

RESPONSIBILITIES AND DUTIES

Senior HR Business Partner & Employee Relations Leadership

• Serve as a trusted advisor to managers and leaders on performance management, employee relations, and workforce decisions.
• Coach leaders on effective feedback, documentation, corrective action, and employee development.
• Lead complex employee relations matters, including investigations, corrective action, and resolution planning.
• Exercise sound judgment in applying policy, precedent, and contract language.
• Partner with leadership on workforce planning, role clarity, and team effectiveness.
• Support organizational change initiatives with a people-centric and compliant approach.​​​​

Union & Collective Bargaining Agreement (CBA) Administration

• Act as a primary HR resource for interpretation and application of the CBA.
• Support grievance processes, including documentation, investigation coordination, and response preparation.
• Participate in union–management meetings and communications as appropriate.
• Support collective bargaining preparation through data gathering, analysis, and documentation (as applicable).
• Partner with senior HR leadership on labor strategy and risk mitigation.

Recruiting & Talent Acquisition Leadership

• Own and lead full-cycle recruiting for assigned business units, from workforce planning through offer acceptance.
• Partner with senior leaders and managers to assess staffing needs, role design, and hiring priorities.
• Lead job scoping, job description development, and position leveling, including roles governed by the CBA.
• Develop and execute sourcing strategies; manage candidate pipelines and selection processes.
• Conduct candidate screening and interviews; facilitate structured interview panels and hiring decisions.
• Lead offer development and negotiation in alignment with compensation frameworks, internal equity, and CBA provisions.
• Oversee pre-employment processes including background checks and compliance requirements.
• Manage relationships with external recruiters or vendors as needed.
• Track, analyze, and report recruiting metrics (e.g., time-to-fill, quality of hire, candidate experience).
• Ensure all recruiting practices comply with employment law, internal policy, and labor agreements.

Onboarding & Employee Integration

• Own and oversee the end-to-end onboarding experience, from offer acceptance through early tenure.
• Partner with managers to ensure first-day readiness, role clarity, and onboarding milestone completion.
• Deliver or oversee HR onboarding sessions covering policies, benefits, compliance, and organizational culture.
• Ensure onboarding for union-represented employees aligns with CBA provisions and union requirements.
• Serve as a senior HR point of contact for new employees during their transition period.
• Evaluate onboarding effectiveness and implement improvements to drive retention and engagement.

​​​​​​​Other duties

• Maintain accurate employee records and HRIS data; support audits, reporting, and labor-related documentation.
• Assist with benefits administration, leaves of absence, and employee inquiries.
• Administer and interpret HR policies consistently and fairly.
• Support HR projects, system implementations, and continuous improvement initiatives.
• Ensure compliance with employment laws, labor regulations, and internal policies.
• Identify process gaps and lead continuous improvement initiatives