HR Business Partner Manager

Company Description

Clean Earth is a leading provider of environmental services in the United States providing remediation, disposal, recycling, and beneficial reuse solutions for hazardous and non-hazardous waste,

contaminated soil, and dredged material. Our vast portfolio of technologies and services touches nearly every industry that generates waste including energy, infrastructure, commercial, industrial, retail, and healthcare markets.

Every day our teams across the country take a hands-on, dedicated approach to recycling and beneficially reusing waste that would otherwise go into landfills.

We value our employees as our most important asset, and this is reflected in many areas across our company including recently being named a 2024 Most Loved Workplace ®.

We are committed to creating a positive work culture that fosters growth and development while ensuring the health and safety of our employees.

Job Description

***Please Note: This is a Hybrid role out of one of our preferred CA locations:  Pamona, Rancho Cordova or Inglewood, California.***

Provides leadership and support in functional areas of human resources including talent management, performance management, employee and leadership development, recruitment, employee and/or labor relations, change management, employee engagement and organizational effectiveness.  Serves as a strategic and tactical business partner to the leadership teams with in Operations.  Assists in the development and implementation of human resources priorities and objectives for the site in alignment with the broader organizational priorities.    

• Foster an environment of positive labor relations.
• Advise management and employees on labor laws, policies, and procedures
• Manages collective bargaining agreements and negotiates new contracts in partnership with Site management and outside counsel. Interpret and administer contracts with respect to employee wages, salaries, pensions, grievances, health care, union and management practices.  Analyze economic and wage data and have the ability to interpret data. 
• Investigate grievances, complaints, and misconduct. Manage and resolve complex employee relations issues.  Conducts effective, thorough and objective investigations.  In partnership with people managers, develops and delivers Performance Improvement Plans for employees with substandard performance.
• Works closely with site management and employees to improve engagement, retention, and organizational effectiveness aimed at driving stronger business performance.   Facilitates employee development activities for the site in an individual and/or group setting.
• Leads annual processes related to talent management, performance management and salary reviews for the Operations population.
• Employs effective change management strategies to aid in business transformation initiatives
• Formulates partnerships across the HR function (with Centers of Expertise and HR Operations, other HRBPs) to deliver value-added service to Operations populations that reflect the business objectives of the organization.
• Provides employees and management with coaching and counseling, ensuring objectivity and professionalism in dealing with sensitive issues.
• Maintains an effective level of business literacy about the business unit’s financial position, its mid-range plans, its culture and its competition in the marketplace.

Qualifications

Required:

• Bachelor's Degree in HR or related field
• Minimum of 7 years of HR experience in a business-facing role.
• Minimum of 5 years of experience with labor relations at a site covered bargaining agreement.
• The person will demonstrate fundamental cross-functional collaboration skills with the ability to guide or direct others through action or influence.
• A successful candidate must also have the ability to understand issues impacting the business unit and company
• Other required skills include a strong business understanding, basic organizational consulting skills and strong analytical and communication skills (oral and written).
• Experience coaching managers on pay planning, performance management, and employee relations.
• Fundamental knowledge of US employment law and how to mitigate risk.
• Strong working knowledge of labor relations and contract management.
• Comfort in providing constructive feedback to managers about their people manager skills
• This job description has been designed to indicate the general nature and level of work performed by employees within this classification.  It is not intended to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this position.
• Domestic travel required (25%).  Additio