Senior Human Resources Business Partner - Workplace Relations

Oxfam is a global organization committed to fighting inequality and ending poverty and injustice. We provide lifesaving support in times of crisis and advocate for economic justice, gender equality, and climate action. Our mission is to ensure equal rights and treatment for all, allowing everyone to thrive, not just survive. At Oxfam America, employees have the flexibility to work remotely. To be considered for this opportunity, applicants must reside in one of the following states: ME, NH, VT, MA, RI, CT, NY, NJ, PA, DE, WV, VA, MD, NC, or DC, which are all within a 200-mile radius of our offices located in Boston and Washington DC. Job Description The Senior Human Resources Business Partner (Sr. HRBP) is a key player in enhancing OUS's people and culture strategies by acting as a strategic advisor and collaborative partner to one of our core business units. This role merges organizational goals with human capital strategies to drive outcomes through proactive planning, data-informed decision-making, and extensive expertise in labor relations, compliance, and employee engagement. Operating at both strategic and tactical levels, the Sr. HRBP provides comprehensive support across all elements of the employee experience. This position also serves as a vital bridge between organizational leaders, union representatives, and the workforce, ensuring consistency, accountability, and transparency in the application of HR policies, labor agreements, and equity-centered practices. The Sr. HRBP is both a guardian of organizational culture and an advocate for inclusive leadership. They exemplify OUS values of feminism, anti-racism, and justice, while fostering a safe, respectful, and high-performance workplace where all employees can thrive. Through coaching, consultation, and policy application, the Sr. HRBP empowers leaders and staff with the necessary tools and support to develop resilient teams and address complex personnel challenges with integrity and care. Primary Responsibilities Workplace Relations (30%) Act as the primary HR contact for union-related matters. Serve on the collective bargaining negotiating team, contributing to strategy and representing organizational interests. Develop and deliver training for managers and staff on contract interpretation, grievance procedures, and labor relations best practices. Advise and coach managers in navigating labor agreements and addressing workplace concerns. Lead responses to contract grievances, prepare written responses, and facilitate resolutions with union partners. Collaborate with legal counsel to ensure consistent application of collective bargaining agreements, promoting constructive union-management collaboration. Represent the organization in global complaint and misconduct reporting systems and confederation meetings regarding complaint activity. Compliance and Risk Mitigation (30%) Ensure consistent application of HR policies and practices in compliance with laws and internal standards. Act as the team's risk coordinator, monitoring for risks and developing proactive mitigation strategies. Work with the Director of HR Operations and Chief People Officer on sensitive personnel issues and organizational risks. Serve as the lead investigator for workplace investigations concerning harassment, discrimination, and misconduct allegations. Support safeguarding investigations in line with donor requirements and organizational protocols. Represent the HR department on the Cybersecurity Risk Committee to identify and address risks. Develop and deliver training on compliance requirements, employment law updates, and workplace expectations. Strategic Talent & Culture Partnership (20%) Partner with leadership to align organizational goals with integrated people strategies and HR initiatives. Act as a trusted advisor on performance management, workforce planning, succession, and employee engagement. Coach and guide managers on team development, organizational effectiveness, disciplinary actions, and change management. Collaborate with the Talent Acquisition team to promote equitable and effective hiring, onboarding, and internal mobility. Develop and implement strategies for talent retention, professional growth, and high-performing teams. Advance diversity, equity, inclusion, and belonging (DEIB) across talent practices, policies, and cultural initiatives. Supervise assigned functions and support the development of team members. HR Program Support (20%) Contribute to HR initiatives like employee engagement, policy development, organizational change, and systems improvement. Monitor and analyze HR metrics and trends to enhance decision-making, employee experience, and continuous improvement. Serve as a culture advocate, modeling OUS values and advancing anti-racism, DEIB, and feminist leadership, ensuring alignment with organizational priorities. Provide insights to strengthen collaboration and promote a healthy, mission-driven organizational culture. Expectations for the Position: Continuous Learning:

Remain updated on professional standards, employment law updates, and HR best practices, engaging in ongoing learning. Collaborative Spirit:

Work effectively across departments to implement people-centered strategies and foster a team-based culture. Equity and Justice Focus:

Integrate understanding of gender justice and racial equity in all HR work, applying anti-racist, feminist, and intersectional values. Safe and Accountable Culture:

Uphold safeguarding policies and ensure labor standards compliance, creating an environment where staff feel safe raising concerns. Strategic Execution:

Translate organizational goals into measurable HR strategies, applying systems thinking for workforce development and culture building. Travel Flexibility:

Occasional domestic travel (up to 10%) required for retreats and team meetings, with periodic evening and weekend work based on organizational needs. Qualifications Bachelor's degree in human resources, Business Administration, Industrial Relations, or a related field, or equivalent professional experience. 7-10 years of experience, including a minimum of 5 years in the relevant field and 3 years in management. Demonstrated expertise in labor relations and experience in a unionized environment. Strong understanding and application of employment laws and HR best practices. Proven ability to manage complex employee relations effectively while building trust. Commitment to OUS's mission and values, including equity, feminist leadership, and anti-racism. Preferred Qualifications Law degree (JD) or equivalent legal training. Certified Workplace Investigator designation or similar credential. HR certification (e.g., SHRM-SCP, SPHR). Experience in nonprofit, advocacy, or international development environments. Oxfam America is a Gender Just organization and an equal opportunity employer. We maintain a zero tolerance policy for any sexual harassment, exploitation, or abuse. We invite all individuals to apply and do not discriminate based on race, color, gender, national origin, age, religion, creed, disability, veteran's status, sexual orientation, gender identity, or gender expression. We are an E-Verify employer.