Human Resources Business Partner

Description

Revere Copper Products is looking for an Human Resources Business Partner to join our respected team of professionals in Rome, NY. Founded by Paul Revere in 1801, our company is one of the finest copper manufacturers in the world. We have over one million square feet of manufacturing space in Rome, NY and recently expanded to North Carolina. We are an employee-owned company, competing in the architectural, electrical, data center, telecommunications, air conditioning, industrial machinery, equipment, automotive, antimicrobial, and other emerging markets. We proudly work as a team in a safe, environmentally sound and ethical manner to achieve absolute customer satisfaction through superior quality and reliability. We strive to continue the pioneering tradition of our founder, Paul Revere.

Revere offers a competitive salary and benefit package in a highly rewarding and motivating work environment focused on bringing out the best efforts and contributions of all employees.

Requirements

Summary:

Partner with operational leaders to provide HR services and drive business performance through effective workforce strategies, employee relations, and labor relations management. This role supports a unionized and a non-unionized manufacturing workforce. Areas of responsibility include recruiting to onboarding, facilitating effective employee life cycle processes, leadership development, influencing and guiding the development of effective supervision to create a high performance workplace culture that motivates and retains employees, interpreting and administering collective bargaining agreements, resolving workplace issues, supporting negotiations, and fostering constructive labor-management relationships while ensuring compliance with employment laws and company policies.

The HRBP acts as a trusted advisor to leaders, employees, and union representatives to promote a productive, safe, and engaged workforce aligned with organizational objectives.

Duties and Responsibilities:

Employee Relations

• Create a strategic HR Partnership by actively aligning the people needs of the organization with business goals and direction. Help the organization develop leadership skills to proactively address workplace and performance issues using a behavioral management approach (BMT). 
• Lead, facilitate and support change management initiatives and business transformations.
• Recommend workforce planning and organizational effectiveness solutions.
• Conduct workplace investigations involving conduct, attendance, harassment, discrimination, and policy violations.
• Facilitate conflict resolution between employees and supervisors.
• Support corrective action, performance management, and disciplinary processes.
• Promote a culture of fairness, accountability, and respect.
• Partner with plant leadership to align workforce strategies with operational goals.
• Analyze workforce metrics including turnover, absenteeism, overtime, grievances, and engagement.

Labor Relations

• Support supervisors in effectively carrying out labor relations requirements providing a responsive, consultative and supportive approach. Influence and guide the development of effective supervision to create a high performance workplace culture that motivates and retains employees.
• Advise leaders on contract language, work rules, and labor practices.
• Investigate grievances and represent management during grievance meetings.
• Prepare documentation and responses for arbitration and mediation proceedings.
• Support collective bargaining negotiations through research, costing, and proposal development.
• Build and maintain effective relationships with union leadership and labor committees.
• Monitor compliance with labor laws and contract provisions.
• Identify and proactively address potential labor relations issues.
• Conduct leadership skills training (LIST) and supervisory skills training (MARC)
• Facilitate labor relations protocol meeting and keep leaders apprised of key labor relations issues

Talent Management

• Represent the Revere brand and values through interview and selection process of new hires. Support managers in fully developing the capabilities of their people.
• Initiate and execute recruiting and onboarding of hourly and salaried employees.
• Facilitate succession planning and talent development activities.
• Identify training needs for leaders related to leadership effectiveness, labor relations, and compliance.
• Initiate and support performance management and employee development processes.

Compliance & Risk Management

• Ensure compliance with labor laws, employment regulations, and company policies.
• Maintain ac