Employee Relations Business Partner

VIA Metro Transit; San Antonio (TX); On-site; USD 76,000 - 105,000; Full time

Job summary

VIA Metro Transit is seeking an Employee Relations Business Partner in San Antonio, TX. The role provides expert guidance on investigations, performance management, corrective action, grievances, and policy interpretation to ensure fairness and policy adherence across the organization.

You will partner with leadership, EEO, Legal Services, and HR to assess risk, develop actions, and drive consistent employee relations practices. Strong communication and case-management skills are essential.

Qualifications

• Bachelor’s degree in management, business, organizational behavior, HR or related field with five years of HR/employee relations experience.
• Experience in investigations, mediation, performance management, and policy interpretation.
• Knowledge of employment/labor laws (ADA, FMLA, FLSA) and workplace compliance is preferred.

Responsibilities

• Advise leaders on employee relations matters, conducting investigations and preparing objective findings.
• Develop and monitor performance improvement plans and advise on corrective actions and terminations.
• Identify trends, advise policy updates, and design trainings for leaders and staff.
• Support risk assessment, documentation, and collaboration with EEO, Legal Services, and HR.
• Deliver employee relations training and ensure consistent application of policies.

Skills

Investigations

Performance management

Policy interpretation

Risk assessment

Communication

Case management systems

Microsoft Office

Education

Bachelor’s Degree in Management/HR-related field

Tools

Microsoft Office

Job description

Employee Relations Business Partner - 388

75,710 - 104,604 USD per year

Posted yesterday

Description

GENERAL DESCRIPTION OF WORK:

The Employee Relations Business Partner serves as a trusted advisor to leaders on employee relations matters, providing expert guidance on investigations, performance management, corrective action, grievances, workplace conduct issues, and policy/procedure interpretation to ensure consistency, fairness, and alignment with organizational policies and employment laws. This position acts as a senior, strategic individual contributor, working on complex matters while partnering with leadership, the office of EEO, Legal Services, and other stakeholders to assess risk and recommend appropriate actions.

ESSENTIAL FUNCTIONS:

Advises and coaches leaders and employees on employee relations matters, including performance management, corrective action, workplace conduct, conflict resolution, and policy/procedure interpretation.

Conducts employee relations investigations involving workplace conduct, policy violations, interpersonal conflict, and performance-related matters; gathers and analyzes information, maintains thorough documentation, and prepares objective findings and recommendations.

Partners with leaders on performance management strategies, including development and monitoring of performance improvement plans, and reviews recommendations related to corrective action and employment terminations.

Identifies and analyzes employee relations trends and risk indicators; recommends proactive interventions, policy updates, and systemic solutions that support a professional and accountable workplace.

Develops and delivers training for leaders and employees on employee relations topics, informed by case trends, organizational needs, and policy priorities.

Provides guidance on consistent application of policies, procedures, and workplace standards across departments.

Collaborates with the EEO department on matters that involve both employee conduct and potential policy or civil rights concerns, while maintaining primary ownership of non-EEO employee relations issues.

Partners with Legal, Human Resources, and operational leadership to assess risk and support sound decision-making on complex employee relations matters.

Partners with leaders on performance management, including the development and monitoring of performance improvement plans (PIPs), and reviews or approves recommendations related to corrective action and employment terminations.

Develops and supports employee relations programs and initiatives that promote engagement, accountability, and respectful workplace practices.

This job description excludes marginal functions that are incidental to performing the job. Other duties may exist.

REQUIRED EDUCATION AND EXPERIENCE:

Bachelor’s Degree in Management, Business Administration, Organizational Behavior, HR, Psychology, or related field and five (5) years of progressively responsible experience in Human Resources, employee relations, investigations, mediation, or related transportation operational support functions. Experience may be substituted in lieu of education on a year-for-year basis up to four years.

PREFERRED QUALIFICATIONS:

Experience working in a public sector, unionized, or highly regulated environment.

ADDITIONAL REQUIREMENTS:

Demonstrated experience building positive, trust-based relationships with employees, resolving concerns through an empathetic, fair, and professional approach.

Proven ability to advise, coach, and influence leaders on employee relations matters, including performance management, corrective action, and workplace conduct.

Experience conducting complex employee relations investigations, including fact-finding, documentation, analysis, and development of findings and recommendations.

Strong working knowledge of employment and labor laws applicable to employee relations (e.g., ADA, FMLA, FLSA, retaliation standards).

Experience developing and delivering employee relations training for leaders and employees.

Ability to analyze trends and identify systemic issues to recommend policy, process, or training improvements.

Strong written and verbal communication skills, including preparing clear, objective documentation and case summaries.

Ability to handle highly sensitive and confidential information with discretion, professionalism, and sound judgment.

Demonstrated skill in objective decision-making, balancing employee concerns, organizational needs, and risk considerations.

Strong ability to manage multiple complex matters simultaneously, prioritize effectively, and meet deadlines in a fast-paced environment.

Proficiency in case management systems, documentation tools, and Microsoft Office applications (or comparable platforms).

Ability to communicate clearly and professionally, both verbally and in writing, with employees, leaders, and executive stakeholders.

Willingness and ability to adapt to changing priorities, policies, and organizational needs.

Must be able to maintain good work attendance.

Safety Accountability Statement:

- Employees must consider safety in all tasks performed, as well as demonstrate safe judgment and decisions that not only maintain their own safety; but that of fellow employees and customers.

- Demonstrate a professional commitment to assure compliance with all organizational policies, practices, and programs related to safety, health, and system security.

- Employees have a responsibility to identify and report hazards, as well as potentially unsafe conditions, to your immediate supervisor or Safety Department.

- Employees are responsible, a nd required , to stop a job/task to prevent an unsafe incident or act from occurring. This acknowledges the threat of potential injury, property damage and the opportunity for better judgment to be used.

Must comply with and support all applicable VIA EEO Policies and Procedures.

PHYSICAL REQUIREMENTS:

Physical ability required to be mobile, bend, stoop, stand, reach, and occasionally lift 5-25 pounds of objects, such as files, equipment and supplies, and books.

WORK ENVIRONMENTS:

Work involves deadlines and multiple priorities.

Works within normal office environment.

This position is an on-site position and not eligible for remote work.

VIA is an Equal Employment Opportunity Employer, providing equal opportunity to all qualified individuals, regardless of race, color, religion, age, sex, national origin, veteran status, genetic information, or disability.