HR Operations & Labor Relations Generalist Sr

The HR Operations and Labor Relations Specialist will serve as a subject matter expert for labor union, and employee relations as well as functional operational support to HR Business Partners and HR Operations Leaders. Serves as a lead HR investigator in support of workplace and team member compliance and providing investigation findings with leadership. Lead special projects, facilitate workshops and stay abreast of industry trends and practices in HR.

PRIMARY DUTIES AND RESPONSIBILITIES

Labor Relations & Employee Relations Consultant:

• Labor Relations: Advise business unit leadership and HR Business Partners and liaise with union leadership as applicable to ensure compliance with and correct interpretation and use of the collective bargaining agreements. Initiate and construct Letters of Agreement (LOA) when appropriate. Research labor laws, analyze past practice and interpret complex contract language to provide consistent solutions to emerging issues. Develop requirements and coordinate preparation for union negotiations, grievances, and arbitration, including gathering of evidence and witness preparation and recommending collective bargaining strategies, goals or objectives. Facilitate Labor Relations and Grievance training. Lead and respond to second step union grievances as needed.

• Employee Relations: Advise HR Business Partners and Company Leaders to ensure consistent application of Positive Discipline and Substance Abuse Program guidelines and protocols. Track and maintain all Positive Discipline/Substance Abuse records. Facilitate training for both Positive Discipline and Substance Abuse. Draft and review positive discipline documents for Company Leaders as needed. Maintain relations with EAP and Medical Providers as a component of overseeing the administration of the company’s Employee Assistance Program (EAP) & Substance Abuse policies.

Lead HR Investigator:

• Lead workplace investigations in accordance with the Emera Respectful Workplace investigation procedures, including creating investigation plans, draft final reports and brief Senior Leadership on the findings and recommendations. Ensure timely, thorough investigations are conducted with confidentiality and the least amount of intrusion on the workplace or involvement by others. Follow up on recommendations to address investigation findings. Facilitate Investigation Training.

Labor & Employee Relations Generalist:

• Labor Relations: Maintain grievance and seniority databases, grievance and arbitration files (written and audio), and produce IBEW Seniority Roster. Update Union contracts with negotiated items, cost modeling, and post negotiation activities. Manage covered bid process to include creation, tracking, and auditing of bid qualifications, identifying seniority data types, and awarding/closing bids according to negotiated labor contract requirements. Counsel business unit leadership on complex seniority rules as needed. Directly responsible for processing covered employee payroll change requests, ensuring that hourly wage rates are compliant with labor contracts. Initiate and validate annual base wage increases for all covered employees. Partner with I.T., Payroll, and HRIS on system implications regarding contract language changes and application.

• Employee Relations: Prepare confidential Employee Status Review Committee (ESRC) research information to support ESRC meetings. Work with the affected business unit leadership and Security department to access and, when required, create background check information. Research, coordinate, and serve as company witness in all unemployment claims and appeal hearings.

HR Operations:

• Budget & Vendor Payments: Research cost center budget variances as requested. Ensure accuracy of invoices and processing of payment. Initiate purchase order requisitions related to consulting agreements and track invoice approvals and payments.

• Records Retention Management: Ensure compliance for all HR Operations files and ensure electronic documentation storage when possible.

• Back-Up HR Business Partner as needed.

Perform other related duties as assigned by leadership.

• Lead special projects, facilitate workshops and stay abreast of industry trends and practices in HR. Drive continuous improvements in the function.

QUALIFICATIONS

Education:

Required: Bachelor’s degree in Business, Human Resources or related field.

Preferred : MBA

Licenses/Certifications

Preferred: PHR (Professional in Human Resources), SPHR or other HR-related professional certification(s).

Related Experience:

Required : 5 years of related experience to the duties and responsibilities of the position, with demonstrated, progressively more complex assignments.

Preferred: Prior experience working with regulated utility industry

Experience with mid/large sized organizations

Knowledge/Skills/Abilities:

Required: Ability to develop credibility and rapport with all levels of the organization; strong interpersonal and influencing skills at all levels of management.

Demonstrated ability to work independently with critical attention to detail and follow through.

Comfortable operating in an environment with competing priorities; with a strong aptitude for adaptability and innovative thinking.

Ability to handle sensitive and confidential information in a professional manner

Demonstrated proficiency in Excel, Word, and PowerPoint

Preferred: Proficiency in SAP Accounting, SAP Payroll and SAP/HRIS experience

PHYSICAL DEMANDS/REQUIREMENTS

Must be able to perform moderate physical labor to include occasional lifting of 25-pound boxes and frequent kneeling and bending to process files.

TECO offers a competitive Benefits package!!

Competitive Salary 401k Savings plan w/ company matching * Pension plan * Paid time off Paid Holiday time * Medical, Prescription Drug, & Dental Coverage *Tuition Assistance Program * Employee Assistance Program * Wellness Programs * On-site Fitness Centers * Bonus Plan and more!

STORM DUTY REQUIREMENTS....Please make sure to read below!!! Responding to storms will be considered a condition of employment.

TECO Energy and its companies serve a role in providing critical services to our community during an emergency. Team members are required to participate in the response/recovery activities related to emergencies/disasters to maintain service to our TECO Energy customers. Team members are required to work in their normal job duties or other assigned activities. Proper compensation will be made in accordance with the company's rules and procedures.

TECO Energy is proud to be an Equal Opportunity Employer.

TECO Energy is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability status, veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by law, except where physical or mental abilities are a bona fide occupational requirement and the individual is unable to perform the essential functions of the position with reasonable accommodations.

In order to provide equal employment and advancement opportunities for all individuals, employment decisions at TECO Energy will be based on skills, knowledge, qualifications and abilities.

Pay Transparency Non-Discrimination Statement

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

ADA policy

It is the policy of TECO Energy to provide reasonable accommodation for all qualified disabled individuals who are employees and applicants for employment, unless it would cause undue hardship. The corporation will adhere to applicable federal and state laws, regulations and guidelines, including, but not limited to the Americans with Disabilities Act (ADA) of 1990 and section 503 and 504 of the Rehabilitation Act of 1970s.

Application accommodations

Applicants may request reasonable accommodation in the application process five business days prior to the time accommodation is needed.

Pre-employment physical exams may be required for positions with bona fide job-related physical requirements regardless of disability.

Nearest Major Market: Tampa