Human Resource Business Partner- Labor Relations

General Purpose:

The Inflation Reduction Act (IRA) is landmark legislation signed in 2022 that will support the clean energy industry build-out for years to come. The Inflation Reduction Act includes new labor requirements for the wind industry during the construction, alteration, and repair of onshore and offshore wind farms. This role is responsible for supporting HR processes, programs and initiatives in the areas of employee and labor relations, immigration, workforce planning, performance management, retention strategies and succession planning to ensure seamless delivery/execution to managers and the organization. Deliver strategic and tactical support to assigned client groups through the alignment of HR initiatives to strategic business goals.

Responsibilities:

• Work closely with the business on ongoing compliance with IRA and other federal labor regulations, understanding existing contract requirements and working with key business stakeholders, P&C Business partners and payroll team to make necessary process changes to ensure compliance. Key stakeholders include Construction, Service Operations, Legal, IT, and Public Affairs.
• Gain and apply understanding of relevant state and federal Labor regulations in US and Canada. This includes ensuring Inflation Reduction Act compliance (IRA) related P&C topics (to include but not limited to: prevailing wage, David Bacon act, etc.)
• Lead Employee and Labor Relations efforts from day-to-day activities to strategic contractual implementations, grievance, and negotiations activity including proposal development and serving as chief spokesperson during contract negotiations. Guide team in the research and compilation of facts and policy interpretation to deliver management’s position in each case.
• Advise all levels of management in the interpretation of the law and collective bargaining agreements. Serve as advisor, mentor and coach for leaders in support of achieving goals.
• Establish programs and processes to increase employee satisfaction scores; Lead and support assessments as required.
• Design and work with colleagues in P&C to conduct an audit program, following up on newly implemented processes to ensure compliance with IRA.
• Complete current employee listening round-table process, including follow-up with P&C Business partner and providing summary debrief(s) to be shared with leadership team.
• Advise HR business partners and Regional leaders regarding employee relations situations that are linked to the IRA or other federal requirements in conjunction HR policies, labor, and state/federal employment laws.
• Partner with operations/managers and talent Acquisition on staffing requirements (growth as a result of the IRA) including, hiring, promotions, transfers, and reductions-in-force.
• Review and evaluate employee surveys such as onboarding and exit surveys, provide quarterly summary reports to Regional leadership and recommend actions to improve future scores.
• Deliver special projects aimed at improving organizational processes and practices associated with employment-related activities.
• Provide consulting on change management, people strategies, effective leadership and management skills, learning and development processes and organizational effectiveness
• Conduct annual workforce planning discussions that include: evaluation of market demands and opportunities, competency requirement identification versus existing competencies, organizational design and gap strategies. Work with management and P&C colleagues to identify solutions and address the issues
• Partner with functional client leadership to develop and implement succession plan through identification, development, mentoring, and training of key positions
• Address complex employee relations issues within the business environment by assessing the situation, identifying root causes and providing effective and proactive resolution to increase alignment with company vision, goals and related employment laws and practices. Coach, counsel and recommend solutions to managers and employees concerning employee relations issues. Analyze the facts and recommend appropriate action for the issue.
• Conduct investigations of employee complaints, Title VII allegations, or violation of policies and procedures for responsible areas to ensure compliance with all local, provincial, state, and federal employment laws; maintain records of employee relations cases
• Ensure policies, procedures and practices comply with employment laws and align with Company strategic goals. Advise management on strategies designed to maintain consistent treatment and compliance with employment laws to create an environment that encourages employee creativity and innovation
• Provide guidance to management on strategies to effectively monitor employee performance to reduce the risk of employment litigation, increase employee morale, and minimize turnover
• Identify training needs within functional areas of responsibility, assist with the development of training programs, and conduct training if required. This will ensure employees and managers understand company policies, minimize employee relations issues and enhance employee development
• Participate in process improvement efforts and Company cross-functional teams to ensure our processes are streamlined and meet our client expectations. Review internal trends as well as practices of other companies to make recommendations to management to ensure the Company remains competitive and is able to attract/retain qualified employees

Essential Functions:

• Must have ability to understand and develop effective HR and OD strategies while understanding the implications from a culture, business success, company practice and legal standpoint
• Comprehensive oral and written communication skills including confidentiality, interpersonal skills, presentation skills and an ability to use a variety of communication tools. Ability to communicate effectively with all levels of the organization, especially senior managers and other key decisions makers
• Ability to be proactive, navigate the enterprise to support a variety of short and long-term strategies and tactics with varying priorities.
• Significant interpersonal skills and the ability to establish and maintain positive working relationship with all internal contacts/coworkers.
• Advanced organizational skills, ability to maintain confidentiality, ability to prioritize many tasks and complete tasks with accuracy and efficiency.
• Should be a highly motivated leader and be able to work with a minimum of supervision
• Ability to understand business needs and plan accordingly

Education, Training, and Skills Required:

• Minimum of BA/BS degree with at least 7 years of related HR / OD experience or the equivalent.
• PHR, SPHR, SHRMCP, or CLRP Certification preferred.
• Requires demonstrated HR generalist or business partnering experience and knowledge of all HR functions.
• Experience with offshore workforce and Davis Bacon requirements (preferred)
• Experienced with unionized workforce (preferred)
• Comprehensive computer skills, specifically in MS Office products.
• Demonstrated knowledge of U.S. employment law required.
• Demonstrated flexibility working in a diverse and changing organization.
• Demonstrated ability to effectively prioritize and manage multiple tasks concurrently with emphasis on attention to detail.
• Significant interpersonal skills and the ability to establish and maintain positive working relationship with all internal contacts/coworkers.
• Advanced organizational skills, ability to maintain confidentiality, ability to prioritize many tasks and complete tasks with accuracy and efficiency.
• Should be a highly motivated leader and be able to work with a minimum of supervision
• Ability to understand business needs and plan accordingly
• Comprehensive communication and negotiation skills.​
• Advanced problem-solving skills with the ability to see multiple facets of a dispute.​
• Ability to maintain confidentiality and discretion.​
• Thorough understanding of labor law, industry practices and social policies that may be pertinent to the business.​
• Ability to remain impartial when listening to the facts of a grievance or dispute.​

CCPA Notice for California Applicants

BEWARE – RECRUITMENT FRAUD
It has come to our attention that there are a number of fraudulent emails from people pretending to work for Vestas. Read more via this link, https://www.vestas.com/en/careers/our-recruitment-process

DEIB Statement
At Vestas, we recognize the value of diversity, equity, and inclusion in driving innovation and success. We strongly encourage individuals from all backgrounds to apply, particularly those who may hesitate due to their identity or feel they do not meet every criterion. As our CEO states, "Expertise and talent come in many forms, and a diverse workforce enhances our ability to think differently and solve the complex challenges of our industry". Your unique perspective is what will help us powering the solution for a sustainable, green energy future.

About Vestas
Vestas is the energy industry’s global partner on sustainable energy solutions. We specialize in designing, manufacturing, installing, and servicing wind turbines, both onshore and offshore. 
Across the globe, we have installed more wind power than our competitors in the renewable energy arena. We consider ourselves forerunners within the industry, as Vestas continuously aims to design new solutions and technologies to create a more sustainable future for all of us. With more than 173 GW of wind power installed worldwide and 40+ years of experience in wind energy, Vestas has an unmatched history demonstrating our expertise within the field. 
With 29,000 employees globally, Vestas is a diverse team united by a common goal: to power the solution – today, tomorrow, and far into the future. 
Vestas promotes a diverse workforce which embraces all social identities and is free of any discrimination. We commit to create and sustain an environment that acknowledges and harvests different experiences, skills, and perspectives, and gives everyone equal access to opportunity. 
To learn more about our company and life at Vestas, we invite you to visit our website at www.vestas.com and follow us on our social media channels. We also encourage you to join our Talent Universe to receive notifications on new and relevant postings.