Director of Labor and Employee Relations and HR Strategic Partnerships

Duquesne Light Company; New Westminster; Hybrid; CAD 90,000 - 150,000; Full time

Job summary

An established industry player is seeking a Director of Labor and Employee Relations to oversee labor management practices and employee relations strategies in a unionized environment. This pivotal role involves guiding a team of HR Business Partners to align HR strategies with business goals while ensuring compliance with labor laws and collective bargaining agreements. The ideal candidate will act as a trusted advisor to management, fostering a harmonious workplace and driving organizational effectiveness. Join a forward-thinking company that values inclusion and innovation, where your contributions will shape the future of employee relations.

Benefits

Flexible Work Schedule

Professional Development Opportunities

Health and Wellness Programs

Retirement Savings Plan

Employee Assistance Program

Qualifications

• 15+ years of relevant experience in labor relations and HR.
• Proven track record in collective bargaining and dispute resolution.

Responsibilities

• Oversee labor relations and collective bargaining agreements.
• Lead HR Business Partners in employee relations matters.

Skills

Negotiation

Conflict Resolution

Communication

Labor Relations Knowledge

Analytical Skills

Education

Bachelor's degree in Human Resources

Advanced degree preferred

Tools

Microsoft Office Suite

Job description

Duquesne Light Company, headquartered in downtown Pittsburgh, is a leader in providing electric energy and has been in the forefront of the electric energy market, with a history rooted in technological innovation and superior customer service. Today, the company continues its role as a leader in the transmission and distribution of electric energy, providing a secure supply of reliable power to more than half a million customers in southwestern Pennsylvania.

Duquesne Light Company is committed to creating a culture of inclusion. We value and respect the unique differences and experiences of our employees. We believe that our differences lead to better collaboration, innovation and outcomes. We want you to join our team!

Location: Downtown PGH





Position Overview:

At Duquesne Light, theDirector of Labor and Employee Relations and HR Strategic Partnerships is responsible for overseeing the development and execution of employee relations strategies and labor management practices in a unionized environment as well as leading a team of HR Business Partners (HRBP's) to align HR strategies with business goals. This role not only educates and advocates for compliance with labor and employment laws, collective bargaining agreements (CBAs), and company policies, but also serves as a strategic advisor to leadership, ensuring HR initiatives drive organizational effectiveness, team member engagement, and business growth. The ideal candidate will serve as a trusted advisor to management and act as a key liaison between union leadership and company management. Reporting to the Chief Human Resources Officer, this role is essential for fostering a harmonious and compliant workplace, ensuring that both the organization's and team members' needs are met effectively. The Director will manage the Employee and Labor Relations team as well as a team of HR Business Partners, for a total of approximately six people.

Location: Hybrid (see below), downtown Pittsburgh, Pennsylvania

Job Responsibilities:

Labor Relations / Collective Bargaining Agreement Management:

• Oversee and/or lead the administration, interpretation, and negotiation of collective bargaining agreements.


• Serve as the company's senior point of contact for union senior leadership and facilitate effective communication and issue resolution.


• In partnership with the business, and with support from legal, develop and implement labor relations strategies to address workforce needs, operational challenges, and organizational goals.


• Ensure the company is represented in labor-management meetings.


• For labor arbitration matters, in partnership with the business, support their defense and resolution by legal.


• Serve as escalation point and advisor on the grievance process, disputes, and disciplinary actions.


• Educate and coach on the requirements for compliance with the National Labor Relations Act (NLRA) and state-specific regulations.

Employee Relations:

• Lead the HRBP team, ensuring they are the primary point of contact for employee relations matters that should come to their attention.


• Ensure the team is providing guidance and recommendations to managers and employees on conflict resolution, disciplinary actions, and performance management concerns.


• Develop and implement employee relations strategies and policies.


• Partner with appropriate leaders to develop and implement policies to protect team members and contractors, as necessary.

Advisory Role:

• Provide general guidance to senior leadership on labor and employment laws and corporate policies.


• Educate and coach on compliance with Equal Employment Opportunity (EEO) laws, Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA) and other relevant regulations.


• Partner with internal and external counsel as necessary regarding compliance with, and enforcement of, labor and employment laws such as the EEO, ADA, FMLA, FLSA, and other relevant legislation.

Training and Development:

• In partnership with the Labor team and Learning team, develop and deliver training programs on labor and employee relations and effective communication for managers and supervisors throughout the organization.


• Promote awareness of labor laws, employee rights, and company policies through daily work, workshops, and informational sessions.

Collaboration:

• Build and maintain positive relationships with union representatives, facilitating regular meetings to discuss and resolve issues.


• Facilitate regular communication and problem-solving between management and union representatives to address workplace issues and improve collaboration.


• Collaborate with other HR and Legal functions to integrate labor and employee relations into workforce planning, recruitment, and retention strategies.

Monitoring and Reporting:

• Ensure compliance with collective bargaining agreement and company policies.


• Ensure the maintenance of accurate records of employee relations issues, grievances, and arbitration outcomes.


• Monitor labor relations trends and legislation.


• Provide updates, reports, and recommendations to senior management.

Management of Division:

• Engage workforce in identifying and implementing innovative solutions that drive continuous improvement.


• Develop and support a work environment that encourages team members to collaborate, holds team members accountable for performance, and creates an inclusive work environment where individuals function as agents of change.


• Build and maintain strong professional and working relationships with internal and external stakeholders.


• Develop the staff through coaching and mentoring to further refine expertise and leadership skills.


• Monitor and guide department to ensure scheduled performance and project milestones are met.


• Facilitate and promote visible field presence by ER/LR and HRBP team members.


• Represent the organization and benchmark best practices through participation on various industry associates, committees, or task teams.

Education/Experience:

• Bachelor's degree in Human Resources, Labor Relations, Business Administration, or a related field required.


• Minimum of fifteen (15+) years of relevant experience required, including experience in labor relations in a unionized environment, as well as experience in leading in a Human Resources Business Partner model and ten (10+) or more years of managing a team.


• Proven track record of successful collective bargaining, handling grievance and arbitration processes and dispute resolution.


• Demonstrated experience in understanding, operating, and leading in an HR Business Partner model.


• Experience in a highly regulated business (e.g., energy or utility sector) preferred.


• Advanced degree preferred.


• Relevant certifications (SPHR, SHRM-SCP) preferred.

Skills and Abilities Utilized in this Role Include:

• Ability to negotiate and resolve conflict at all levels.


• Excellent communication and interpersonal abilities.


• In-depth knowledge of labor and employment laws and regulations.


• Strong knowledge of union dynamics and the unique challenges of a unionized workforce in a highly regulated industry.


• Highly driven, self-motivated, and enthusiastic leader capable of developing teams and motivating and influencing change and positive improvement.


• Strong analytical and quantitative skills: for example, able to determine cause and effect and act accordingly as well as summarize and report results and reach appropriate conclusions.


• Ability to lead teams to achieve defined results on schedule, within budget, and to meet requirements.


• Manage appropriate levels of risk along all relevant categories, for example, financial, people, reputational, and operational risks.


• Effective interpersonal skills that include the ability to partner and communicate with all levels of the organization from hourly associates to senior management.

• Proficiency with Microsoft Office Suite


• Highly organized and detail-oriented, with ability to manage various priorities.


• Adaptability, flexibility, and comfortable with change.

Why you'll love working here: We live by our values!

• We aresafeabove all else. We must keep ourselves, each other, our customers, and our communities safe.


• We are guided by our commitment tointegrityand never compromising on ethics.


• We aredependable,collaborative, and steady; we are a trusted partner to all.


• We believe inequityand equal access to work, resources and opportunities are critical elements of a clean energy future for all.


• We are ingrained in ourcommunity; we work where we live and are committed to serving our vibrant, diverse communities.

Scope:

• Directs and controls strategy and execution of the organization's activities within the sub function or major business area managed.


• Key member of the management team representing the organization in dealings with clients and external bodies.


• Seasoned leader with extensive business experience, broad and deep functional expertise.


• Primary focus of role is on proactive strategic leadership rather than day to day operational execution, although the role includes significant operational responsibilities.

Decision Impact:

• Problems faced require expert knowledge and broad-based considerations of variables that impact the corporation.


• Develop end-to-end solutions influencing high impact decisions made at a higher hierarchy level.


• Solutions developed typically have no precedent and require comprehensive analyses and consideration of original concepts and approaches.


• Drive implementation of transformational changes in the Corporation that holds high impact on the achievement of results for the Corporation.


• Improve on entire existing practices, leveraging on personal past experiences, and in-depth best practice knowledge.

Hybrid Work

Position follows our hybrid work model, with a minimum of two days working in the office and the remaining days working remotely. Reporting location and frequency may be subject to change based on job role and department needs. Travel within Duquesne Light footprint is required. Minimal travel may be required outside of the footprint for industry-related activities.

Storm Roles

All Non-Union Employees will serve in storm roles as appropriate to their role and skillset. Please be sure to discuss storm roles with the hiring manager for this position, as duties can vary across the Company.

Data Governance

Utilize data to make business decisions as appropriate for the position, support data stewardship activities and partner with IT on underlying data needs.

Disclaimer:

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.

EQUAL OPPORTUNITY EMPLOYER

Duquesne Light Holdings is committed to providing equal employment opportunity to all people in all aspects of the employment relationship, without discrimination because of race, age, sex, color, religion, national origin, disability, sexual orientation and gender identity or status as a Vietnam era or special disabled veteran or any other unlawful basis, as defined by applicable law, and fostering a workplace free of unlawful discrimination and retaliation. This policy affects decisions including, but not limited to, hiring, compensation, benefits, terms and conditions of employment, opportunities for promotion, transfer, layoffs, return from a layoff, training and development, and other privileges of employment. An integral part of Duquesne Light Holdings' commitment is to comply with all applicable federal, state and local laws concerning equal employment and affirmative action.

Duquesne Light Holdings is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities. Our goal is to foster an inclusive and accessible workplace where everyone has the opportunity to be successful.

If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, connect with us at [e-mail] and describe the specific accommodation requested for a disability-related limitation.