We are looking for a talented, passionate, service-oriented HR Business
Partner to join UTA and our 2,400 employees located in 13 sites along the
Wasatch Front. This role will be responsible for partnering with our
operational leaders as their trusted business consultants and human capital
management experts. This role includes employee advocacy, assisting leaders
with change management and navigating all aspects
of HR and labor relations matters. This role will lead and execute our key
People Office strategies – talent management, assessment, and deployment;
organizational effectiveness, learning and development, and employee &
leadership development. The successful candidate will understand how to
objectively and thoroughly consider - and ultimately deliver - the strategic
vision of the People Office. We are looking for someone with solid experience
in the key operational aspects of HR (total rewards, talent management,
employee relations, regulatory compliance (state and federal), employee
engagement, and labor relations),
who approaches their work with a lean, business-oriented mindset. We operate
in a union environment, so extensive labor relations, collective bargaining,
and grievance resolution experience is required.
The role requires close collaboration with our talent acquisition, total
rewards, and continuous
improvement teams, and also our legal, executive, and operational leaders.
Provides support and advises client groups on complex and strategic employee
and labor issues, and helps them manage employee/labor relations. Assists
executives, managers, and supervisors in applying and interpreting human
resource policies. Involved in talent selection development and deployment for
client groups. Develops and teaches leaders. Advises management regarding
organizational design, position development and job evaluations. Assists in
creating/updating job descriptions to document changing relationships, roles,
and duties in the company. Administers corporate staffing plan and position
control; assists managers to model labor needs with the business. Coordinates
updates of employee data with HRIS.