Senior Employee and Labor Relations Partner

About Tides 

Tides is a nonprofit and philanthropic organization committed to advancing social justice.  We work across the social sector to shift power to communities of color and other groups historically denied power.  

Centering equity and justice in everything we do, we collaborate in deep partnership with movement leaders, nonprofits, donors, foundations, and corporations to amplify the impact of their work by providing services like fiscal sponsorship, donor advised funds, grant making, and a variety of innovative solutions. Learn more at tides.org. 

The Role 

The Senior Employee and Labor Relations Partner objectively assesses, guides, and solves all person-related situations and effectively communicates with all levels of employees exercising high emotional intelligence and JEDI centered practices. In addition, this position serves as the escalation point for all HR related issues and will work with the stakeholders to expeditiously resolve the issues. This position will provide advice and counsel to people leaders, in various arenas, including employee performance issues, employee misconduct, performance management, and the issuance of corrective action utilizing coaching techniques. This position will guide, train, coach and support a variety of diverse customers including executive, directors, and managers, while modeling Tides’ JEDI (Justice, Equity, Diversity, and Inclusion) beliefs and commitment to an employee centered, and trauma informed workplace environment.   

The Senior Employee and Labor Relations Partner reports to the Senior Director, Talent Management and engages collaboratively across the team specialty areas including Talent Acquisition, Compensation, Employee Experience, Organizational Development, and Internal Communications. This position will develop and maintain relationships with both management, employees, and the union representatives to foster harmonious Labor and Employee Relations.   

What you will Do 

• Delivers strategic, high-quality, and hands-on HR advisory services to Tides Network, engaging stakeholders at all levels of the organization with strong emotional intelligence.   
• Serves as a trusted coach and thought partner to leaders and employees leveraging people centered and trauma informed practices, enabling strengths-based outcomes.  
• Effectively addresses questions resolves employee issues using trauma informed principles, applicable policies, HR best practices, and conflict resolution strategies.  
• Interprets, develops, and implements HR policies and procedures in collaboration with the Legal, Regulatory, and Compliance (LRC) team.  
• Conducts investigations in alignment with Tides investigation protocols; interviews relevant parties and generates investigation reports with findings and conclusions.  
• Advises on performance management in partnership with Organizational Development.  
• Ensures compliance with organizational policies, as well as federal, state, and local regulations.   
• Conducts exit and stay interviews and aggregates data quarterly. Facilitates offboarding activity.   
• Conduct a variety of investigations on confidential and sensitive HR matters; review complaints and determine appropriate investigative approaches and methodologies; perform fact-finding activities, develop interview questions; consult with investigation assessment team in alignment with Tides’ investigation protocols.  
• Provide guidance to people leaders in the administration of discipline and corrective action in alignment with the Collective Bargaining Agreement.   
•  Provide training and coaching to Tides’ management regarding assessing, coaching, counseling, and developing employees.   
• Coach and counsel managers, supervisors, and employees on resolving workplace issues; provide information about career development opportunities; monitor progress on performance improvement plans.   
• Participate in grievance process outlined in the Collective Bargaining Agreement (CBA). Engages with stakeholders proactively to mitigate formal grievances.  
• Advise and guide management and employees on the interpretation and administration of the collective bargaining agreement.  
• Provide input into labor/management issues for collective bargaining purposes; participate in negotiations; consult with Senior Director, Talent and internal Employment and Labor Counsel on interpretation and intent of collective bargaining contract language.  
• Provides HR representation on cross-departmental initiatives such as assessmen