Senior HR Business Partner

As Senior HR Business Partner, you will serve as a strategic advisor to business leaders, aligning people strategies with organizational objectives in a fast-growing, global data center services environment. You will guide managers through complex employee relations matters, workforce planning, performance management, and organizational development while fostering a positive and productive workplace culture. A key focus will be supporting a unionized workforce, strengthening labor-management relationships, and ensuring consistent interpretation of collective bargaining agreements and employment policies. You will partner with leadership, legal counsel, and HR colleagues to resolve sensitive issues, manage investigations, and mitigate employment-related risks. This fully remote opportunity combines strategic HR leadership with hands-on employee support, offering the chance to influence employee engagement, retention, and operational effectiveness. You will also contribute to leadership development, organizational change, and people initiatives that support long-term business growth.

• Strategic HR Partnership: Collaborate with business leaders to align HR initiatives with operational priorities, financial objectives, workforce needs, and organizational plans. Develop a strong understanding of business performance, culture, structure, and competitive dynamics to provide practical, business-focused HR guidance.

• Employee Relations and Investigations: Manage complex employee relations matters, conduct thorough, objective, and well-documented investigations, and recommend appropriate resolutions. Partner with legal counsel when necessary to address sensitive issues, reduce risk, and ensure fair and consistent employment practices.

• Manager Coaching and Performance Management: Advise and coach managers on day-to-day people management, performance reviews, career development, disciplinary actions, and employee concerns. Help leaders strengthen workplace relationships, improve morale, increase productivity, and support employee engagement and retention.

• Union and Labor Relations: Build constructive relationships with operational leaders, union representatives, and other stakeholders to support effective labor-management partnerships. Advise managers on the interpretation and administration of collective bargaining agreements (CBAs), labor practices, and employment policies. Support grievance procedures, including investigations, documentation, resolution efforts, and participation in grievance meetings. Collaborate with legal counsel and leadership on contract interpretation, disputes, workforce changes, and other labor-related matters.

• Union Workforce Support and Compliance: Ensure consistent application of collective bargaining agreements, employment policies, and labor practices across assigned business units. Support workplace investigations involving represented employees, recommend corrective actions consistent with contractual obligations, and maintain accurate records of grievances, disciplinary measures, and labor relations activities. Help managers prepare for union meetings, labor-management committees, and related discussions.

• Workforce Planning and Organizational Development: Provide guidance on organizational restructuring, workforce planning, succession planning, staffing decisions, and business changes, including those affecting represented employees. Identify training requirements, support leadership development, and recommend executive coaching or other development initiatives where appropriate.

• HR Policy and Regulatory Guidance: Interpret and communicate HR policies, employment practices, and applicable federal and state employment laws. Support consistent, compliant decision-making across the organization and assist international employees with expatriate assignments and related HR matters.

• HR Operations and Cross-Functional Collaboration: Work closely with HR colleagues, business leaders, employees, and legal partners to deliver responsive, value-added HR services. Maintain accurate documentation, manage competing priorities, meet deadlines, and contribute to additional HR initiatives as business needs evolve. While this role has no direct supervisory responsibilities, it includes coaching and mentoring other HR team members.

• Professional HR Experience: At least 5 years of human resources experience, including a minimum of 3 years managing and resolving complex employee relations issues.

• Union and Labor Relations Expertise: Demonstrated experience supporting a unionized workforce and partnering with labor representatives in a collective bargaining environment is required. Familiarity with collective bargaining agreements, grievance procedures, labor-management relationships, disciplinary processes, and represented employee matters is essential.

• Education: Bachelor's degree in Business Administration, Psychology, or a related field is required.

• Employment Law and HR Compliance: Working knowledge of performance management and applicable federal and state employment laws, with the ability to interpret relevant legislation, regulations, policies, and contractual requirements and apply them appropriately to workplace situations.

• HR Systems and Technical Skills: Proficiency with ADP, Salesforce, and Microsoft Excel is preferred, along with familiarity with UKG. Ability to use HR systems effectively, maintain accurate employee records, and support data-informed HR decisions is important.

• Professional Certification: SHRM Certified Professional (SHRM-CP), Professional in Human Resources (PHR), or Senior Professional in Human Resources (SPHR) certification is preferred. Candidates who do not already hold a relevant certification must obtain one within the first year of employment.

• Communication and Relationship Management: Excellent written and verbal communication skills, strong interpersonal abilities, and a customer-focused approach. Ability to build credibility with employees, managers, union representatives, and senior stakeholders while handling sensitive conversations with professionalism and discretion.

• Analytical and Problem-Solving Skills: Strong judgment, critical thinking, and investigative capabilities, with the ability to evaluate complex employee relations issues, identify underlying causes, and recommend fair, practical, and legally sound solutions.

• Organization and Time Management: Excellent organizational skills, attention to detail, and the ability to prioritize multiple cases and initiatives while meeting deadlines in a fast-paced environment.

• Business Acumen and Adaptability: Ability to understand organizational structures, job requirements, compensation practices, and business objectives. Comfortable navigating change, supporting workforce transitions, and balancing employee needs with operational priorities.

• Remote Work Readiness: Ability to work independently and collaboratively in a fully remote environment while maintaining effective communication with geographically distributed teams and stakeholders across the United States.