Sr. Employee and Labor Relations Business Partner (ELRBP)

Overview

As a key member of the Human Resources (HR) team, the Sr. Employee and Labor Relations Business Partner (ELRBP) serves as a subject matter expert in resolving employee relations matters. This role is instrumental in developing and maintaining a comprehensive employee relations strategy, along with creating tools and programs that enhance organizational capability and strengthen employee engagement.

 

The ELRBP's responsibilities include leading workplace investigations, revising policies, interpreting regulations, providing guidance on reorganizations and assessment processes, and managing performance improvement and progressive discipline processes. Additionally, the role involves training delivery and building supervisor capabilities in employee relations, analyzing case data, overseeing the leaves and accommodations process, and providing labor relations guidance for two unions. The ELRBP fosters positive relationships and ensures effective communication between Princeton University, PPPL management, and union representatives while also handling various assigned projects. This position includes leadership for one direct report and reports directly to the Chief HR Officer.

 

To succeed in this role, the ELRBP must navigate complex employment and employee relations matters, developing sound, balanced solutions aligned with our values. The ideal candidate will exhibit strong judgment, exceptional written and verbal communication skills, and the ability to handle sensitive employment situations with discretion. Relationship-building skills are essential for interacting with a diverse team of employees.

 

Collaboration is key, as the ELRBP will work closely with HR Business Partners and, when appropriate, the Princeton University Investigations Unit, the Office of Institutional Equity and Diversity, the Office of Gender Equity and Title IX Administration, and internal or external legal counsel. By partnering with stakeholders and the Chief HR Officer, the ELRBP ensures that employee relations solutions align with laboratory values and objectives, contributing to the design and development of programs that foster innovation, engagement, and high performance. The ELRBP also provides coaching and support to stakeholders to create value through people. The ELRBP engages in trend analysis, offering periodic updates to HR Business Partners on potential opportunities. This role also involves consulting on policy interpretation, as well as designing training and educational programs to enhance managerial skills critical to maintaining positive employee relations.

 

 

A proud U.S. Department of Energy National Laboratory managed by Princeton University, Princeton Plasma Physics Laboratory (PPPL) is a longstanding leader in the science and innovation behind the development of fusion energy — a clean, safe, and virtually limitless energy source. With an eye on the future and in response to national priorities, PPPL also has begun a strategic shift from a singular focus on fusion energy to a multi-focus approach that includes microelectronics, quantum information science, and sustainability science. Whether it be through science, engineering, technology or professional services, every team member has an opportunity to make their mark on our world. PPPL aims to attract and support people with a rich variety of backgrounds, interests, experiences, and cultural viewpoints. We are committed to equity, diversity, inclusion and accessibility and believe that each member of our team contributes to our scientific mission in their own unique way. Come join us!

Responsibilities

Core Duties: 

• Partner with the HR team to create and sustain positive employee relations and best practices.
• Manage employment investigations and provide consultation to HR Business partners around other formal ER procedures – addressing performance issues, discipline, grievances, workplace accommodation requests, managing protected leaves, etc.
• Collaborate with Princeton University Labor Relations team on collective bargaining agreement negotiations and the grievance process.
• Provide written investigation summaries.
• Responsible for managing and guiding HR Business Partners and People Leaders on workplace conflict resolutions.
• Coordination and facilitate investigations, training and other ER learning and development initiatives to deliver best practice tools and knowledge to the HR team.
• Provide thought leadership on fostering a high performance culture, including review of and updates to Performance Improvement process (PIP) and associated supporting PIP plan materials. Advise and coach HR Business Partners through the PIP process.
• Preparation and training on template toolbox materials (workplace accommodation requests, progressive discipline letters, leaves, etc.)