Supervisor, Employee and Labor Relations

UNS Energy Corporation, headquartered in Tucson, Arizona, is a subsidiary of Fortis Inc., the largest investor-owned electric and gas distribution utility in Canada. Our public utility subsidiaries, Tucson Electric Power Company, UNS Electric, Inc. and UNS Gas, Inc., power our economy by providing electric and gas service to nearly 700,000 customers in Arizona.

We embrace a spirit of giving, dedicated to improving quality of life in the communities we have served for generations, and in TEP's case, since the 1890s. We're building a cleaner, greener grid, with more wind and solar power than ever before, while maintaining safe, reliable, and affordable service.

Our culture is rooted in shared core values that define how we work and who we are. Our team of innovative professionals bring their authentic selves to work each day to power our vision and make a difference.

We create opportunities for employees to thrive through:

• Continual growth: In an industry changing faster than ever before, our commitment to professional growth and leadership development means we never stop challenging ourselves to explore new possibilities.
• Active Engagement: We support a collaborative environment, with peer-to-peer learning and employee-driven groups that foster an inclusive culture.
• Total compensation: UNS Energy Corporation also offers a competitive compensation and benefits package that includes a 401k plan with a generous company match and additional non-discretionary employer contribution for eligible employees, affordable individual and family health insurance plans, tuition assistance, life insurance, long-term disability insurance and much more.

Hear from some of our employees, here and here.

Position Description

The Employee & Labor Relations (ELR) Supervisor is responsible for overseeing HR services and partnership within assigned business areas. Collaborating with business leadership and other HR teams, develops strategies and capability to cultivate a positive work environment which recognizes and respects individual effort, contribution, dignity, and diversity. Provides internal consultation to leaders and employees regarding Employee & Labor Relations, Total Rewards, Talent Acquisition, Talent Development, and other HR service areas.

Position-Related Responsibilities

Leadership & Business Partnership:

• Provides supervision, mentoring, and development for direct reports.
• Demonstrates the curiosity and agility to understand business objectives and operations; how teams must be organized to deliver on objectives; the type of behavior and leadership needed for effective and efficient execution of priorities; and how to support leaders and their teams to navigate change.
• Builds credibility as an HR advisor within the business; coaches and consults on organizational design and management issues, as well as challenging and/or influencing decision-making processes; uses data to support recommendations.
• Serves as a change agent to optimize organizational effectiveness within assigned business areas, focusing on initiatives that improve work relationships, create engagement, and increase productivity and employee retention.
• Supports consistent communication and execution of Human Resources programs, initiatives, and processes (e.g., staffing, retention, total rewards, workforce and succession planning, learning and development, compliance, and employee and labor relation).
• Directs and participates in activities associated with promotions; partners with the Talent Acquisition team to recruit and hire new employees, as needed. Responsible for hiring and recruiting employees in assigned business areas on an interim basis.
• Oversees and manages the creation of payroll and personnel status changes (due to pay adjustments, promotions, transfers, termination, etc.), and assures that actions comply with company policies and procedures and legal requirements.

• Creates a sense of belonging and considers the impact that decisions have on individuals and/or groups, effectively fostering inclusion for all employees.

Employee & Labor Relations:

• Provides guidance to leaders and employees, and manages the process to address highly complex and confidential Employee Relations (ER) issues, including:
  • Advising on FLSA, FMLA, job performance, disciplinary action, and Labor Relations issues and processes.
  • Managing conflict within the organization, including interpersonal conflicts, leading others through complex challenges, and fostering team building and connection.
  • Conducting effective and objective investigations.
  • Preparing memos and letters (e.g., termination, corrective action, letters of agreement).
  • Partnering with the Legal department.
  • Ensuring compliance with state and federal employment laws and regulations, including tracking and maintaining operational statistics required by government agencies.
  • Participates in or coordinates participation in hearing proceedings.
  • Coaching leaders and employees to ensure consistent and fair treatment.
  • Aligning with Company values.
  • Overseeing the management of employee relations issues by direct reports to ensure effective and consistent application of related processes while mitigating risks and managing escalations to reach resolution (escalating further as needed for complex ER situations).
• Participates in and/or supports strategy, negotiations, development of collective bargaining agreements, and HR relationships with unions at UNS properties, including:
  • Participating in HR efforts during the negotiation and contracting process.
  • Developing and maintaining working relationships with Union officials.
  • Partnering with business units to adhere to the terms of the collective bargaining agreement by monitoring day-to-day implementation of policies and practices concerning wages, hours, and working conditions.
  • Coordinating Company efforts to comply with legal requirements or hearing proceedings regarding Labor Relations (may include preparing documents for negotiations, grievances and arbitrations, and arranging and/or participating in hearing proceedings).
  • Leading or participating in the investigation and resolution of grievances and other labor relations issues, anticipating problems whenever possible, and developing/recommending/initiating appropriate steps for resolution; partnering or coordinating with other ELR leaders, as appropriate.

Technology, Process & Program Execution:

• Leads or assists with HR initiatives, programs/processes, and special projects, as assigned.
• Leads or contributes to the design, development, documentation, and continuous improvement of HRBP and HR processes and procedures; adheres to approved processes and quality standards.
• Partners with or requests assistance from the HR Systems & Analytics team for HR systems support, data and reporting needs in alignment with their scope of responsibility.
• Participates as a leader-level member of the ELR team and learning cohort by sharing beneficial HR practices and techniques, ensuring consistency in approach, and cross-training team members to deliver continued service during staffing fluctuations.
• Participates in HR technology/system design, testing, upgrade, maintenance, and/or enhancement.
• This position may provide services to affiliates of the Company subject to the UNS Energy Code of Conduct and the related Policies and Procedures.

Management Responsibilities:

• Ensures Company's management principles, policies and programs are consistently practiced, and continually supports the Affirmative Action Plan.
• Assumes fiduciary responsibility for operating the business and provides recommendations on cost improvement measures.
• Ensures that the Performance Management program is administered uniformly and effectively.
• Complies with and administers the terms and conditions of Collective Bargaining Agreements, when applicable.
• Administers personnel functions, including recruiting, review and approval of job descriptions and salary classifications, and selection and placement of personnel. Participates in hiring, promoting, assignment, direction, and termination of staff. Ensures compliance with all applicable local, state and federal laws, regulations and standards, company policies, practices and ethical obligations to investigate, evaluates and recommends appropriate resolution to employee complaints.
• Promotes and participates in the professional development, personal growth and career planning of team members.
• Motivates, recognizes, rewards, coaches, advises, and trains; provides feedback to employees during performance reviews.
• Participates in Leadership Development programs.
• Addresses disciplinary and/or performance issues, according to company policy, and communicates effectively with employees regarding corrective action. Has input into the adjustment of grievances and administration of discipline.
• Plans day-to-day operations, estimates personnel needs and schedules, and assigns work. Evaluates the structure and team plan for continual improvement of the efficiency and effectiveness of the group.

Knowledge, Skills & Abilities
(Equivalent combination of education and experience will be considered.)

• Bachelor's degree in Human Resources or related disciplines with minimum of 5 years in related experience or an equivalent combination of education and experience in counseling and conflict resolution, personnel management or related field.
• Must possess considerable knowledge of the principles, methods, and procedures utilized in recruitment, assessment, selection, and employee counseling and conflict resolution. Possess strong working knowledge of employment functions, employee relations, and policies and procedures.
• Labor relations and negotiation experience preferred.
• Ability to support and participate in HR transformation efforts, moving from traditional HR structure to a strategic HR Business Partner model; ensure strategic partnerships are developed and maintained with business area leaders.
• Demonstrated experience and ability to balance business partnering skills with employee advocacy.
• Ability to manage high level of complexity with degree of independence, balancing the need for collaboration with minimal supervision.
• A thorough knowledge of applicable federal and state employment and labor laws and regulations, such as NLRA, FLSA, EEO, ERISA, Affirmative Action, Equal Employment Opportunity, FMLA, etc.
• Leadership skills: ability to lead, coach and mentor staff; ability to execute strategic planning; and ability to apply continuous improvement/productivity initiatives.
• Communication skills: ability to read, analyze and interpret governmental regulations; ability to write reports, business correspondence and procedure manuals; ability to speak effectively, present information and respond to questions from employees at all levels; ability to communicate with quality, integrity and respect in a way that encourages others. Must have high level of interpersonal skills to handle sensitive and confidential situations. Position continually requires demonstrated poise, tact and diplomacy.
• Reasoning skills: ability to define problems, collect and synthesize data, establish facts and draw valid conclusions.
• Computer skills: exposure to a networked environment using a Windows interface, proficient in Excel, Word and PowerPoint, ability to use Enterprise-wide information systems such as PeopleSoft.
• Time management and organizational skills: ability to apply flexibility and adaptability to changing priorities and assignments; strong planning and organizational skills.
• Excellence behaviors: remain engaged, proactive and positive even in tough circumstances; own assignments and be fully accountable for their success; align actions, behaviors and conversations to what matters most; bring out the best in others and recognize the value in every person's contributions; ability to work independently being proactive to resolve work issues or notify supervisor of resources needed; ability to coordinate with other employees and as part of a team.

Pay Rate: Salary determined based on candidate's experience & qualifications.

All job offers are contingent on successful completion of a pre-employment drug screen and background check.

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