Labor/Employee Relations HR Business Partner – Senior

Human Resources Business Partner

Location: Pittsburgh, PA | Hybrid

Our client is seeking an experienced Human Resources Business Partner (HRBP) to serve as a trusted advisor to leadership and a key partner to a unionized workforce. This role blends labor relations expertise, strategic HR leadership, and hands-on employee support, making it ideal for an HR professional who thrives in complex environments and enjoys influencing outcomes at both the frontline and executive levels.

The HRBP will play a critical role in aligning people strategies with business goals, supporting leaders through change, and fostering a productive, compliant, and engaged workforce.

What You’ll Do

Strategic HR Partnership

• Act as a strategic advisor to leaders, aligning HR initiatives with organizational objectives and workforce needs.

• Gain a deep understanding of the business, its structure, and workforce dynamics to proactively anticipate challenges and opportunities.

• Contribute to the design and execution of HR strategies related to organizational effectiveness, workforce planning, performance management, and change initiatives.

Labor Relations & Union Support

• Serve as a key HR resource for a unionized employee population, supporting labor relations activities with professionalism and consistency.

• Assist with collective bargaining preparation, negotiations, and contract administration as needed.

• Partner with leadership to interpret and apply labor agreements, policies, and procedures in a fair and compliant manner.

Employee Relations & Compliance

• Lead and facilitate resolution of complex employee relations matters, including conflict resolution, investigations, and corrective action.

• Ensure leaders understand and adhere to company policies as well as local, state, and federal employment laws.

• Provide guidance on job evaluations, compensation recommendations, and FLSA compliance.

Performance, Talent & Development

• Support leaders in driving individual and organizational performance through coaching, feedback, and development planning.

• Identify training and development needs and collaborate on solutions that strengthen leadership capability and workforce effectiveness.

• Champion continuous improvement and best practices across HR programs and processes.

Data-Driven Decision Support

• Analyze workforce data such as headcount, attrition, open roles, and payroll trends to inform business decisions.

• Use insights and analytics to proactively support financial and operational goals.

• Partner with internal stakeholders to ensure effective data governance and stewardship.

Enterprise Collaboration

• Collaborate closely with HR colleagues to ensure consistency and alignment across HR programs and policies.

• Participate in or lead cross-functional initiatives to improve or redesign HR processes, tools, and programs.

What Our Client Is Looking For

• Bachelor’s degree in Human Resources or a related field.

• 8+ years of progressive HR generalist experience; union environment experience required.

• Demonstrated experience supporting labor relations and employee relations in a complex organization.

• Strong ability to influence leaders and guide decision-making at senior levels.

• Excellent communication, facilitation, and relationship-building skills.

• Highly organized, analytical, and comfortable navigating ambiguity.

• HR certification(s) a plus.

• Proficiency with HR systems, workforce analytics, and Microsoft Office tools.

• Adaptable, resilient, and comfortable managing change in a dynamic environment.

Scope & Impact

This role operates with a high degree of autonomy and accountability. The HRBP is expected to independently manage priorities, provide sound judgment in ambiguous situations, and serve as a resource to leaders and peers on complex HR matters. Decisions and recommendations will have a meaningful impact on workforce effectiveness, compliance, and organizational performance.

Work Model

This position follows a hybrid work model, with a minimum of two days per week onsite and the remainder remote. Onsite expectations may evolve based on business needs.

Additional Responsibilities

• Participate in special assignments or response roles as required based on organizational needs.

• Support enterprise data governance initiatives and partner with IT on HR-related data requirements.