HR & Labor Relations Business Partner

Why This Role Is Critical

The HR & Labor Relations Business Partner plays a vital role in aligning people strategies with organizational goals. As a strategic advisor to leadership, the HRBP ensures the workforce is equipped, supported, and positioned to deliver strong business outcomes. This role partners with operational teams to support labor / employee relations, organizational design, workforce planning, and change management intiatives. By understanding the business deeply and anticipating future needs, the HRBP drives a high‑performance culture, enhances employee engagement, and supports leaders in making informed, data‑driven decisions. Strong HR support helps the organization stay agile, competitive, and prepared for growth.

 

 

What You’ll Do Day-To-Day

Labor Relations & Union Strategy

• Contract Administration: Interpret and consistently apply collective bargaining agreements (CBAs) and company policies.
• Negotiation & Advocacy: Lead or support contract negotiations, including proposal development and data analysis. Represent the organization in mediations, arbitrations, and grievance meetings.
• Issue Resolution: Advise leadership on contract compliance, risk mitigation, and grievance management.
• Labor Collaboration: Participate in labor-management committees to foster constructive problem-solving and build trust with union partners.
• Trend Analysis: Track labor trends, track disciplinary patterns, and analyze workforce metrics to proactively address issues.

 

Strategic HR & Organizational Effectiveness

• Strategic Advisory: Partner with operational leaders on workforce planning, talent strategy, and change management (restructures, culture initiatives, etc.).
• Leadership Coaching: Guide managers through complex challenges, including performance management, conflict resolution, accommodations, and attendance management.
• Training & Development: Identify skill gaps and design training programs for leaders regarding labor relations and core HR practices.
• Escalation Point: Act as the primary escalation contact for highly sensitive or complex HR and labor matters.

 

HR Operations & Compliance

• Data-Driven Solutions: Leverage HR analytics to diagnose organizational issues, recommend actionable solutions, and measure outcomes.
• COE Collaboration: Work closely with specialized HR teams (Centers of Excellence) to deliver compensation, talent acquisition, training, and benefits programs.
• Compliance & Ethics: Ensure strict adherence to employment laws, internal policies, and CBAs. Conduct thorough investigations into grievances and employee relations concerns.

 

What You'll Bring

• Bachelor’s Degree in a related field with a minimum of 4 years of related experience is required. Equivalent work experience may be considered in lieu of degree.
• Deep knowledge of HR policies and programs, with the ability to effectively implement and communicate them across all levels.
• Strong business acumen, excellent communication, and the ability to build collaborative, cross-functional relationships.
• Highly organized with a proven track record of meeting deadlines and rapidly resolving unexpected issues.

Preferred Skills:

• Prior Human Resources experience in a manufacturing or union environment.
• Demonstrated agility in guiding leaders through organizational change.

Total Rewards Package

• Salary: $84,000-$110,000 and may also include annual incentives and performance bonuses. The base salary range is a guideline. Individual total compensation will vary based on factors such as qualifications, skill level, competencies and work location.
• Health & Wellness: Multiple medical plan options, dental & vision coverage, life insurance, long- and short-term disability, and optional supplemental plans (critical illness, accident, hospital indemnity, dependent life).
• Retirement: 401(k) with employer match.
• Paid Time Off: Up to 3 weeks of vacation, 8 sick days, and 13 paid holidays annually.
• Extra Perks: Lifestyle spending account, employer paid mental health support, education reimbursement, professional development opportunities, adoption assistance, parental leave, and employee assistance programs.

About Framatome

Framatome has been shaping the future of nuclear energy in the U.S. for more than 60 years. Framatome Inc. is headquartered in Lynchburg, Virginia, with more than 2,400+ employees across North America supporting nearly every nuclear plant in the nation.

 

From our facilities in Virginia, Washington, North Carolina, Pennsylvania, Massachusetts and beyond, we deliver outage services, advanced nuclear fuel technologies, and next-gen reactor innovations that keep the lights on.

 

At Framatome, you will join a global team committed to creating reliable, carbon-free energy. Here, you can:

• Solve complex nuclear challenges that directly impact the climate.
• Build your career through technical fellowships, leadership roles, and global opportunities.
• Do your best work in a culture that values safety, innovation, and well-being.

 

Framatome is an Equal Opportunity Employer, including Veterans, and Individuals with Disabilities.

 

Offers are contingent on background check and drug screen (where applicable). Positions may involve access to information subject to U.S. export control regulations; applicants must meet eligibility requirements (see DOE 810 Appendix A).