Industrial relations manager vs human resources business partner

Differences between industrial relations manager and human resources business partner duties and responsibilities

Industrial relations manager example responsibilities.

• Manage EEO / AAP programs and control substance testing programs.
• Manage relations with the UAW, including grievance resolution and contract negotiation.
• Manage alumni programs and data systems including implementing new data tracking system and creating data privacy policy.
• Draft collective bargaining contract language, discrimination complaint settlement agreements, and labor arbitration legal briefs.
• Authore affirmative action plans and direct corporate equal opportunity (EEO) program.
• Addressed internal grievances, and external complaints file with EEOC, PHRC, OCR, prepare research and responses utilizing PeopleSoft.
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Human resources business partner example responsibilities.

• Manage the ACA with regard to variable hour employees to avoid fines and penalties.
• Lead effort to build safety awareness and implement plans to improve working conditions while adhering to OSHA requirements.
• Manage and audit payroll ensuring accurate timekeeping, processing adjustments, and investigating payroll discrepancies.
• Manage HRIS system migration to ExponentHR technology platform with full employee/manager self-service eliminating multiple homegrown systems and one service provider.
• Report to the SVP of human resources.
• Revamp unemployment claims process and increase HRBP completion rate and decrease dollar loss due to incomplete and fraudulent claims.
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