U.S. Pipe

Sr. Manager, HR Business Partner - Labor Relations

Sandy Springs, GA

Full-time

About This Job

We are looking for a full-time Sr. Manager, Human Resources Business Partner - Labor Relations, for our U.S. Pipe company. The Sr. Manager, HRBP will have divisional responsibility for all day-to-day, delivery and execution of HR Generalist duties for those locations.

This position is based in Sandy Springs, Georgia, and requires on-site work.

Main Functions:

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Acts as HR function leader for the business units in the region; assists managers and others in the efficient use of HR resources in all functional areas.

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Acts as the trusted advisor to the leaders, providing daily input and guidance on the people, teams or programs needing attention to drive people objectives.

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Leads labor relations efforts, including contract interpretation, grievance handling, and ongoing union relationship management to maintain a stable and productive union environment.

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Proactively supports union and non-union locations with labor strategy development and execution, in coordination with Legal and senior leadership.

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Ensures local compliance with federal, state and local legal requirements, including NLRA, ADA, FMLA, AA/EEO Compliance, FLSA and local UI process and procedures.

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Manages the day-to-day oversight of Human Resources in assigned functions in partnership with HR Operations and other key business and HR partners.

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Benefits knowledge to support facilities during open enrollment and rollout of plan changes.

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Supports leader and contributor performance by identifying and clarifying problems, evaluating potential solutions, and implementing those solutions proactively.

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Works with leaders during the performance review process, merit, and rewards process.

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Leads, supports, guides, and executes (as needed) recruitment efforts for open positions.

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Partners with local management to ensure execution of programs that support the development of positive employee relations and a culture aligned with The Quikrete® Companies’ values and behaviors.

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Directly involved in employee coaching, counseling, and termination discussions, acting as both employee advocate and business partner.

Main Requirements:

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Bachelor’s degree in human resources or similar, with 10–15 years of demonstrable HR Generalist experience including broad knowledge of workforce strategy, employee relations, talent management, and talent acquisition.

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Strong labor relations experience is required, including direct involvement in union contract administration, grievance procedures, and labor strategy.

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Experience with manufacturing and union environments.

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Understanding of the principles to be the consultant of choice to the business.

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Coaching: skilled interpersonal savvy with the ability to coach and counsel all levels of the organization.

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Ability to influence and work effectively with senior business leaders and internal stakeholders to drive change.

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Strong customer service focus and ability to build and maintain relationships across all levels of the organization.

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Well versed in FLSA, NLRA, EEOC, ADA, FMLA practices and policies, and legal exposures.

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Excellent knowledge of federal HR legislation and regulations (employment standards, human rights, pay equity, employment equity, etc.).

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Program management, prioritization, and process improvement skills to manage multiple projects and ongoing initiatives.

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Ability to interpret, evaluate, and apply regulations, policies, and procedures while maintaining confidentiality and aligning with company priorities.

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Strong analytical thinking with the ability to develop and track HR metrics.

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Excellent knowledge of MS Office Suite and HRIS systems.

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Experience working alongside payroll and collaborating on key processes.

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Conflict resolution and investigation experience, with a preference for candidates skilled in maintaining positive employee relations.

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Understanding of U.S. benefits programs and related compliance issues.

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Proficient in behavioral-based interviewing and able to train others in this approach.

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Strong financial acumen; able to link HR decisions to P&L impact.

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Excellent interpersonal and communication skills.

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Strategic thinker with the ability to also manage day-to-day HR operations.

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Highly organized, resourceful, and a collaborative team player.

Sr. Manager, HR Business Partner - Labor Relations

About This Job

Main Functions:

Main Requirements:

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