Tucson Electric Power Looking for Employee and Labor Relations Business Partner at Tucson, Arizona Full Time

Be Part of Our Story.

We are looking for an Employee & Labor Relations Business Partner to join our Human Resources Team.

What you will do

• Be a trusted advisor to managers and employees at all levels, providing counsel, support, and influential input on a variety of potentially complex and confidential employee and labor relations issues.
• Partner with business area leadership to assess resource needs and impact of business decisions, help clarify priorities and make recommendations where human capital management needs have been identified.
• Perform transactional duties and system entry functions, ensuring proper documentation and record keeping.
• Compile data and file reports in conformance with various state and federal regulatory agencies or organizational needs.
• Responsible for daily/weekly/monthly audits on various system reports including employment status changes, intra-company system consistency, and leave tracking.

What you bring

• Ability to handle highly confidential and sensitive information and situations.
• Proficiency in use of computer applications, including spreadsheets, word processing, and presentation software. Some familiarity with Human Resource Information Systems (HRIS).
• Demonstrated ability to effectively communicate with diverse groups at all levels.
• Four years related experience or equivalent combination of education and experience.

*See full job description below.

Position Description

The Employee & Labor Relations Business Partner serves as a strategic interface with assigned business units or functional areas for the purpose of relationship management, human capital management strategy development and execution, and administering a wide range of Employee & Labor Relations programs and services. Coaches and counsels managers and line staff with employment strategy and needs, employee relations, labor relations, talent acquisition, compensation determinations, benefits, and other general human resources functions. Performs essential duties associated with the employee life-cycle from on-boarding to off-boarding. The ELR Business Partner proactively serves as a trusted advisor to management and employees at all levels and is the primary HR point of contact for human capital needs.

Position-Related Responsibilities

• Provides guidance and direction of varying complexity to managers and or employees on a daily basis regarding a variety of labor and employee relations issues such as performance management, sexual harassment, interpersonal conflicts, policy interpretation and employee compliance, and simple to moderately complex legal issues, etc.
• Initiates and maintains relationships with business area leaders to proactively provide strategic human capital management strategy and data analysis and employment expertise to support business decisions and strategic objectives.
• Provides conflict resolution by acting as a mediator, facilitator and/or counselor, to motivate managers and employees to ensure constant, equal and fair treatment of one another that is in line with the values and philosophy of the organization and in compliance with state and federal laws.
• Handles highly confidential and sensitive information. Independent judgment is required to plan, prioritize, and organize a diversified workload.
• Partner with business area leadership to assess resource needs and impact of business decisions, help clarify priorities and make recommendations where human capital management needs have been identified.
• Provides analytics regarding employee data and trends (i.e. turnover data and exit interview information, sick time, tenure, etc.) to business areas to aid in decision making and proactively identify potential staffing challenges.
• Performs system entry functions and ensures system capabilities function appropriately for business needs. Ensures proper documentation of entries and job data. Maintains employee files and records.
• Compiles data and files reports in conformance with various state and federal regulatory agencies or organizational needs. Responsible for daily/weekly/monthly audits on various system reports including employment status changes, intra-company system consistency, and leave tracking.
• Creates and maintains organizational charts to assist in workforce planning efforts and to support the organization’s structure.
• Maintains and updates the employee service award and other recognition programs.
• Participates in staff meetings, trainings, seminars, and company events and provides guidance on employee impact and needs.
• Conduct exit interviews with staff to determine reasons for separation and possible areas for improvement. Monitor results and analyze trends in order to make recommendations for appropriate action when necessary.
• Develops and maintains a working relationship with Union officials.
• Partner with business units to adhere to the terms of the collective bargaining agreement by monitoring day-to-day implementation of policies and practices concerning wages, hours and working conditions.
• Develop, prepare, and generate memos, various letters including termination, corrective action and letters of agreement, on-going and ad-hoc special reports, newsletters, and presentations.
• May recruit exempt and non-exempt personnel: place advertisements, develop promotional material, conduct personal interviews, prepare related correspondence, and negotiate job offers.
• This position may provide services to affiliates of the Company subject to the UNS Energy Code of Conduct and the related Policies and Procedures.

ELR Business Partner I:

• Performs minimally complex and confidential Employee and Labor Relations functions in support of the organization including but not limited to; improving the employee experience, implementing and administering employment policies, conflict resolution, fact-finding meetings, and working on special projects.
• Schedule, coordinate, prepares material, room setup, catering and confirm appointments for functions, trainings, meetings and meeting facilities, and contracts outside services.
• May facilitate new hire orientation and other related employee onboarding and offboarding functions.
• May administer various HR/benefit employee programs as outlined, including but not limited to Educational Assistance and Service Awards.

ELR Business Partner II:
In addition to ELR Business Partner I duties:

• Performs moderately complex and confidential Employee and Labor Relations functions in support of the organization including but not limited to; improving the employee experience, implementing and administering employment policies, conflict resolution, and working on special projects.
• Coordinate Company efforts to comply with legal requirements or hearing proceedings regarding labor relations. Prepare documents for negotiations, grievances, and arbitrations, and arrange for, schedule and participate in the hearing proceedings.
• As directed, participate in the investigation and resolution of grievances and other Labor Relations issues, anticipate problems whenever possible, and develop, recommend and initiate appropriate steps for resolution.
• Guides managers/supervisors with development of new job descriptions and evaluate/revise current job descriptions based on changes in department structure and/or needs and recommend appropriate job titles for consistency within the organization.
• Guides organizational movement and develops communication plans and strategy with leadership to aid in successful
• Assists in administering the FMLA and other leave programs. Counsels employees and management on program provisions to ensure their understanding and compliance with program provisions and regulations.
• Conducts the Interactive Process with employees as needed to evaluate accommodation needs requested under the ADA. Guides appropriate outcomes in compliance with legal requirements and that satisfy business needs.
• Monitors policies and practices to maintain compliance with a variety of employment laws and regulations.

Senior ELR Business Partner:
In addition to ELR Business Partner I & II duties:

• Coaches business partners and provide guidance in performing highly complex and confidential Employee and Labor Relations functions in support of the organization including but not limited to; improving the employee experience, implementing and administering employment policies and programs, conflict resolution, and working on special projects.
• Top level individual contributor; often integrates multiple phases of a project. Leads several complex projects or issues at the same time and assists other departments on complex initiatives as a representative of Employee & Labor Relations functions and requirements.
• Develop deep knowledge of business areas and build both horizontal and vertical relationships with business leaders and HR leaders that deliver business impact and value.
• Maintains current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable employment and labor laws regarding.
• Participates on committees, and special projects and seeks additional responsibilities.

Lead ELR Business Partner:
In addition to ELR Business Partner I – Sr duties:

• Provide leadership and supervision support to other team members. Manages performance and delegates tasks to ensure appropriate execution and accurate deliverables.

Knowledge, Skills & Abilities
(Equivalent combination of education and experience will be considered.)

Level I
Minimum Qualifications

• High school diploma or GED and at least 4 years related experience or equivalent combination of education and experience.
• Must possess considerable knowledge of the principles, methods, and procedures utilized in recruitment, assessment, selection, affirmative action, and employee counseling and conflict resolution.
• Demonstrated ability to communicate effectively with diverse groups across functional lines.
• Must have high level of interpersonal skills to handle sensitive and confidential situations. Position continually requires demonstrated poise, tact and diplomacy.

Preferred Qualifications

• Bachelor’s degree, and 3-4 years related experience or equivalent combination of education and experience.
• Thorough knowledge of applicable federal and state employment laws and regulations, such as ERISA, EEO, FLSA, affirmative action, etc.
• Proficiency in use of personal computer applications, including spreadsheet, word processing, relational database, and presentation software.
• Ability to collect, compile, and analyze statistical information and data, and interpret and apply laws and policies.

Level II
Minimum Qualifications

• Minimum qualifications of Level I.
• 5-7 years previous human resources experience or equivalent combination of education and experience.
• Thorough knowledge of applicable federal and state employment laws and regulations, such as ERISA, EEO, ADA, FLSA, affirmative action, etc.
• Proficiency in use of personal computer applications, including spreadsheet, word processing, relational database, and presentation software.
• Ability to collect, compile, and analyze statistical information and data, and interpret and apply laws and policies.
• Able to set and manage expectations with business partners.
• Able to listen, build rapport, and credibility with others.
• Ability to communicate effectively.

Preferred Qualifications

• Preferred qualifications of Level I.
• Bachelor of Arts degree, and 4-7 years previous human resources experience or equivalent combination of education and experience.
• HRIS database knowledge and expertise in formatting functionality and working with IT support to improve system performance.

Senior
Minimum Qualifications

• Minimum qualifications of Level II.
• 8-10 years previous human resources experience or equivalent combination of education and experience.
• Highly skilled at managing interpersonal conflicts and guiding leaders to resolution in complex employee issues and situations.
• Diplomacy: able to influence and motivate others using personal skill rather than positional power.
• Broad understanding of employment law and trends.
• Ability to listen, build rapport, and credibility as a strategic partner vertically within the business unit or function, as well as with leadership and functional teams.

Preferred Qualifications

• Preferred qualifications of Level II.
• Master’s Degree, and 9 or more year’s previous human resources experience with specific experience in employee relations, recruitment and selection, benefits administration, compensation or equivalent combination of education and experience.
• SHRM Certified Professional (PHR) or Senior professional (SPHR) or similar certification.

Lead
Minimum Qualifications

• Minimum qualifications of Senior Level
• 10+ years employee and labor relations experience or equivalent combination of education and experience
• Demonstrated leadership skill and ability.
• Strong collaboration, teamwork and relationship building skills across multiple levels and functions in the organization.

Preferred Qualifications

• Master’s Degree, and 11 or more year’s previous human resources experience with specific experience in employee relations, recruitment and selection, benefits administration, compensation or equivalent combination of education and experience.
• SHRM Certified Professional (PHR) or Senior professional (SPHR) or similar certification

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