Sr. Employee and Labor Relations Business Partner (ELRBP)

As a key member of the Human Resources (HR) team, the Sr. Employee and Labor Relations Business Partner (ELRBP) serves as a subject matter expert in resolving employee relations matters. This role is instrumental in developing and maintaining a comprehensive employee relations strategy, along with creating tools and programs that enhance organizational capability and strengthen employee engagement.

The ELRBP's responsibilities include leading workplace investigations, revising policies, interpreting regulations, providing guidance on reorganizations and assessment processes, and managing performance improvement and progressive discipline processes. Additionally, the role involves training delivery and building supervisor capabilities in employee relations, analyzing case data, overseeing the leaves and accommodations process, and providing labor relations guidance for two unions. The ELRBP fosters positive relationships and ensures effective communication between Princeton University, PPPL management, and union representatives while also handling various assigned projects. This position includes leadership for one direct report and reports directly to the Chief HR Officer.

To succeed in this role, the ELRBP must navigate complex employment and employee relations matters, developing sound, balanced solutions aligned with our values. The ideal candidate will exhibit strong judgment, exceptional written and verbal communication skills, and the ability to handle sensitive employment situations with discretion. Relationship-building skills are essential for interacting with a diverse team of employees.

Collaboration is key, as the ELRBP will work closely with HR Business Partners and, when appropriate, the Princeton University Investigations Unit, the Office of Institutional Equity and Diversity, the Office of Gender Equity and Title IX Administration, and internal or external legal counsel. By partnering with stakeholders and the Chief HR Officer, the ELRBP ensures that employee relations solutions align with laboratory values and objectives, contributing to the design and development of programs that foster innovation, engagement, and high performance. The ELRBP also provides coaching and support to stakeholders to create value through people. The ELRBP engages in trend analysis, offering periodic updates to HR Business Partners on potential opportunities. This role also involves consulting on policy interpretation, as well as designing training and educational programs to enhance managerial skills critical to maintaining positive employee relations.

A proud U.S. Department of Energy National Laboratory managed by Princeton University, Princeton Plasma Physics Laboratory (PPPL) is a longstanding leader in the science and innovation behind the development of fusion energy — a clean, safe, and virtually limitless energy source. With an eye on the future and in response to national priorities, PPPL also has begun a strategic shift from a singular focus on fusion energy to a multi-focus approach that includes microelectronics, quantum information science, and sustainability science. Whether it be through science, engineering, technology or professional services, every team member has an opportunity to make their mark on our world. PPPL aims to attract and support people with a rich variety of backgrounds, interests, experiences, and cultural viewpoints. We are committed to equity, diversity, inclusion and accessibility and believe that each member of our team contributes to our scientific mission in their own unique way. Come join us!

Core Duties: 

• Partner with the HR team to create and sustain positive employee relations and best practices.
• Manage employment investigations and provide consultation to HR Business partners around other formal ER procedures – addressing performance issues, discipline, grievances, workplace accommodation requests, managing protected leaves, etc.
• Collaborate with Princeton University Labor Relations team on collective bargaining agreement negotiations and the grievance process.
• Provide written investigation summaries.
• Responsible for managing and guiding HR Business Partners and People Leaders on workplace conflict resolutions.
• Coordination and facilitate investigations, training and other ER learning and development initiatives to deliver best practice tools and knowledge to the HR team.
• Provide thought leadership on fostering a high performance culture, including review of and updates to Performance Improvement process (PIP) and associated supporting PIP plan materials. Advise and coach HR Business Partners through the PIP process.
• Preparation and training on template toolbox materials (workplace accommodation requests, progressive discipline letters, leaves, etc.)
• Conduct assessments that identify root cause of employee relations issues and provide recommendations to improve culture.
• Conduct periodic reviews of HR policies and provide improvement recommendations.
• Design, develop, and deliver in-person and on-line training to managers and supervisors on ELR subject matters.
• Management and reporting of the DOE Employee Concerns Program.
• Provide leadership and supervision to one (1) direct report.
• Perform other work-related duties as assigned.

Education and Experience: 

• Minimum 7 years of experience in a dedicated Employee Relations position.
• Bachelor’s degree in Human Resources or related field. Advanced in a business field, Human Resources or Industrial Relations a plus. Specifically Masters of Human Resources or Master of Labor Relations with a Focus on Legal Studies.

Knowledge, Skills and Abilities: 

• Knowledge and understanding of applicable employment laws and regulations is required.
• Experience with conflict resolution, employee advocacy, and dispute resolution programs are required.
• Track record of influencing and providing consultative guidance around complex organizational issues.
• Extensive experience conducting and managing investigations of complex and confidential workplace complaints.
• Be a team player with a flexible, adaptable and results-oriented approach.
• Ability to work independently and in a group setting.
• Experience in designing, developing, and delivering training including the use of Articulate Storyline or equivalent platform to design/develop interactive e-learning training programs for managers and employees.
• Demonstrated and sophisticated ability to independently identify and analyze issues and problems and to develop and influence appropriate solutions and plans of action.
• Ability to run analytical reports and leverage data to identify and diagnose root cause elements.
• Strong project management, oral and written communication, and interpersonal skills.
• Fluid and persuasive technical writing skills.
• Expert level applied knowledge of employee relations matters (including performance management), risk management practices, investigative practices, and employment law.

Certificates and Licenses: 

• Employment Law Certificate is preferred.

Working Conditions: 

• This is an employee-facing role and on-site presence is essential to foster strong personal relationships. We’re open to flexible arrangements, allowing for occasional remote work one day a week after an on-boarding period. 

Princeton University is an Equal Opportunity/Affirmative Action Employer and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law. KNOW YOUR RIGHTS

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from participation in certain foreign government talent recruitment programs. All PPPL employees are required to disclose any participation in a foreign government talent recruitment program and may be required to withdraw from such programs to remain employed under the DOE Contract.