Senior Human Resources Business Partner (HRBP) - Workplace Relations

• Act as the primary HR point of contact for union-related matters.
• Serve as a management official on the collective bargaining negotiating team, contributing to strategy development and representing organizational interests.
• Develop and deliver training for managers and staff on contract interpretation, grievance procedures, and labor relations best practices.
• Advise and coach managers on navigating labor agreements and responding to workplace concerns.
• Lead the organization’s response to contract grievances, prepare written responses and facilitating resolution with union partners.
• Collaborate with legal counsel to ensure consistent application of collective bargaining agreements and promote constructive union-management collaboration.
• Serve as the PCHR representative for the organization’s global complaint and misconduct reporting system (CLUE) system and represents the organization in confederation meetings regarding complaint activity.

• Ensure HR policies and practices are applied consistently and in compliance with applicable laws and internal standards.
• Serves as the team’s risk coordinator by monitoring internal and external environment for risks and proactively develops mitigating strategies.
• Collaborate with the Director of HR Operations and Chief People Officer on sensitive personnel issues and organizational risk.
• Serve as the lead investigator for workplace investigations, including harassment, discrimination, and misconduct allegations.
• Support safeguarding investigations in alignment with donor requirements and organizational protocols.
• Serves as the departmental representative on the Cybersecurity Risk Committee to identify, address and mitigate risks.
• Develop and deliver training to managers and staff on compliance requirements, employment law updates, and workplace expectations.

• Partner with business unit leadership to translate organizational goals into integrated people strategies and HR initiatives.
• Serve as a trusted advisor on performance management, workforce planning, succession, and employee engagement.
• Coach and guide managers on team development, organizational effectiveness, disciplinary actions, and change management.
• Collaborate with the Talent Acquisition team to support equitable and effective hiring, onboarding, and internal mobility.
• Develop and implement strategies that promote talent retention, professional growth, and high-performing teams.
• Help advance diversity, equity, inclusion, and belonging (DEIB) across talent practices, policies, and culture initiatives.
• Supervises assigned functions and supports team members development.

• Contribute to HR initiatives such as employee engagement, policy development, organizational change, and systems improvements.
• Monitor and analyze HR metrics and trends in collaboration with internal stakeholders to inform decision-making, enhance employee experience, and identify areas for continuous improvement.
• Serve as a culture advocate, modeling OUS values and collaborating across teams to advance anti-racism, DEIB, and feminist leadership principles and ensuring the racial equity work is aligned with organizational priorities.
• Provide insight and feedback to strengthen cross-functional collaboration and promote a healthy, mission-aligned organizational culture.

• Demonstrates Continuous Learning: Stays abreast of professional standards, employment law updates, and HR best practices. Engages in ongoing learning to enhance impact and ensure compliance.
• Collaborates Across Teams: Works effectively across departments and functions to implement people-centered strategies. Contributes to a team-based culture that emphasizes shared problem-solving and mutual accountability.
• Centers Equity and Justice: Applies an understanding of gender justice, racial equity, and inclusive leadership to all areas of HR work. Upholds anti-racist, feminist, and intersectional values in decision-making and conflict resolution.
• Promotes a Safe and Accountable Culture: Upholds safeguarding policies and ensures compliance with labor standards, HR ethics, and internal protocols. Creates space for staff to raise concerns with confidence and confidentiality.
• Supports People Strategy Execution: Translates organizational goals into measurable HR strategies. Brings systems thinking and proactive planning to workforce development, culture building, and compliance management.
• Travel and Work Schedule Flexibility: Occasional domestic travel (up to 10%) required for retreats, team meetings, and partner engagements. Periodic evening and weekend work may be required based on organizational needs.

• Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field or an equivalent combination of education and extensive professional experience.
• 7-10 years; including a minimum of 5 years of direct experience in the area of expertise and 3 years of management experience.
• Demonstrated expertise in labor relations and experience working in a unionized environment.
• Demonstrated expertise in understanding and applying employment laws and HR best practices.
• Proven ability to manage complex employee relations, build trust across levels, and exercise sound judgment.
• Commitment to OUS mission and values, including equity, feminist leadership, and anti-racism.

• Law degree (JD) or equivalent legal training.
• Certified Workplace Investigator designation or equivalent credential.
• HR certification (e.g., SHRM-SCP, SPHR).
• Experience supporting nonprofit, advocacy, or international development organizations.

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