Human Resources Business Partner

Proven to Perform.

From the edges of space to the bottoms of ocean, our materials are proven to perform -- and so is our team. We're hiring high performers as proven as our products. Join us.

ATI is seeking to hire a Human Resource Business Partner within our Specialty Rolled Products (SRP) business. This role will report to our Vice President, Human Resources for SRP and will primarily support our Vandergrift Operations with an option to have an additional office at our Brackenridge location. Occasional travel to our other plants in Southwestern, Pennsylvania may be required.

As an HR Business Partner, you will be a subject matter expert on human resources and labor relations-related issues, while functioning as part of the team to understand and support strategies and partner with leaders to achieve organizational objectives.

A successful HR Business Partner will have to quickly learn the business and labor agreement; is adept at communicating the organizations vision; is a thought leader and influencer who brings people together across functional areas to achieve results and build strong relationships. The ideal candidate will possess the skills and experience to enable an immediate transition. This is also an excellent non-traditional opportunity for attorneys with labor experience seeking a new career path.

Additional Responsibilities

• Develop key understanding of business/location challenges and opportunities
• Build strong working relationships with plant and union leadership
• Responsible for all employee and labor relations issues (performance management/improvement, investigations, grievance resolution, disciplinary actions, terminations, etc.)
• Use LR knowledge and HR expertise to support developing and implementing strategies to address challenges and capture opportunities
• Partner with and support functional leadership in cyclical HR processes: performance and talent management, compensation processes etc.
• Assess training & development needs for leaders and employees; implement appropriate training
• Utilize HR data analytics to advise and counsel management on key strategic areas such as Workforce Planning
• Assist leaders in effectively communicating to the workforce, in order to promote employee engagement and information sharing
• Identify opportunities and lead process improvements including partnering with Digital Technology to use automation to support simplification and process improvements
• Manage, interpret, consult, and resolve conflicts for all processes associated with the negotiated terms of the collective bargaining agreements within the business unit operations including the administration of the internal bidding/bumping process, grievance and disciplinary processes and serve as the local resource for handling complaints filed with the National Labor Relations Board
• Provide training for operations leadership who oversee bargaining unit employees on how to uphold the negotiated terms of collective bargaining agreements
• Work with operations, payroll, disability management, safety, and other human resources functions to ensure the terms of the collective bargaining agreement are properly adhered to and executed
• Manage the resolution of disputes and complaints between the company and the union, doing so in partnership with company leadership, human resources, and legal counsel
• Participate in the interview and selection process to fill open positions