Manager Labor Relations Job Description Sample
Manager, Labor Relations
This position is responsible for establishing and maintaining high-level partnership with collective bargaining units and Eversource management. This position is accountable for developing and administrating the Company's labor relations policy, subject to top management guidance and approval. Also responsible for ensuring the implementation of labor relations initiatives, programs and practices that achieve Company goals and productivity improvements that promote positive labor/management relations and treat employees with dignity and respect.
Provides consultative services to line management to maximize employee involvement and productivity, enhances operational efficiencies and improves overall employee relations through mutual respect.
Oversees preparation for, and participates in as chief company negotiator, union/management contract negotiations for the Connecticut Teal, White Book, CONVEX, and DSO contracts.
Administers all provisions of the agreements. Participates in, or leads, joint labor/management committees.
Interprets union/management agreements and consistent dissemination of information to managers and supervisors.
Develops and maintains an open and direct dialogue with Union Officials in order to maximize the Company's competitive position while maintaining the integrity of key corporate and union issues.
Consults with Labor Relations support staff/consultants regarding labor relations deliverables.
Develops, monitors and evaluates Labor Relations policies and programs. Makes recommendations for corporate Human Resources policies.
Oversees Company representatives at disciplinary hearings, grievances, mediations and arbitrations and has authority to settle grievances.
Manages interaction with union representatives, the National Labor Relations Board (NLRB), arbitrators, mediators and attorneys.
Oversees research related to labor relations issues including best practices, labor law, arbitration findings, etc.
Requires extensive knowledge of labor relations and human resources management principles. Solid business acumen.
Education: Requires a Bachelor's Degree in Business Administration, Human Resources, Industrial Relations, Education, related discipline or equivalent experience. MBA or advanced degree preferred.
Experience: Minimum of ten (10) years in Human Resources. Supervisory or Human Resources management experience preferred.
Licenses & Certifications: Human Resources Certificate preferred.
Please submit a resume with your application.
Number of Openings:
Labor Relations Jobs
Eversource Energy is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, sex, sexual orientation, gender identity, national origin, religion, disability status, or protected veteran status.
VEVRRA Federal Contractor
Manager, Labor Relations
The Authority is seeking a highly motivated team player to serve as Manager, Labor Relations.
I. SUMMARY: Establishes and maintains an effective Labor Relations Program to include Employee Counseling, Employee Grievances/Complaints, Affirmative Action, Equal Employment Opportunity, Disciplinary Actions, and Arbitrations. Responsible for Enterprise Policies and Procedures. Demonstrates responsiveness and communicates positive directions to managers, employees, labor representatives, etc. regarding the goals and mission of DC Water in an effort to resolve problems and facilitate change.
The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbent(s) in this job. Incumbent(s) may not be required to perform all duties in this description and incumbent(s) may be required to perform work-related tasks other than those specifically listed in this description. This job description is not a “contract” between the employee and the Authority. The job duties and essential functions may be changed at the discretion of the General Manager.
II. ESSENTIAL FUNCTIONS:
Drafts proposals and acts as Chief Negotiator during CBA and Working Condition negotiations with unions
Coordinates scheduling of all bargaining sessions with management, labor teams, and union attorneys.
Works effectively with outside counsel and union attorneys in representing management during negotiations.
Reports/Advises the Board of Directors on contract negotiation status, agreements, and labor issues.
Oversees Labor/Management Subcommittee Meetings.
Negotiates all Impacts & Effects Bargaining in accordance with the CBA and DC Law.
Develops training and administers instruction to DC Water management on areas of subject matter expertise: CBAs, EEO, Policies, etc.
Provides analysis and guidance on labor law, EEO law, administrative hearing rules, and procedures representing management.
Manages discipline and grievance processes for all union employees, roughly 77% of the total employment population.
Serves as DC Water’s Equal Employment Opportunity (EEO) Officer; including managing, investigating, and responding to all EEO complaints, and drafts investigative reports and exit letters.
Provides guidance consultation and staff assistance to management on a variety of labor relations’ issues.
Issues labor relations’ guidelines to supervisors.
Develops and represents the agency’s position in administrative proceedings such as unfair labor practices, grievance proceedings, impasses, arbitrations, EEO proceedings and matters before the DC Office of Human Rights.
Investigates and resolves highly sensitive employee relations issues in coordination with the Office of the General Counsel.
Advises senior staff in the development of agency labor relations policy and guidelines.
Establishes and maintains an employer-employee relationship that contributes to satisfactory productivity, motivation, morale, and discipline.
Ensures compliance with federal and state labor law posting requirements and all federal/state laws regarding labor and employee relations.
Develops, administers, and evaluates affirmative action plans.
Performs other duties and projects as assigned.
Provides daily planning and administration in the selection, assignment, supervision, promotion, discipline, and training of personnel within the Office.
Key Working Relationships: Interacts with high level officials, managers, supervisors, and employees throughout the Authority, local union representatives, consultants, officials from other government and private agencies and organizations, etc.
III. EDUCATION / EXPERIENCE & OTHER MINIMUM QUALIFICATIONS REQUIRED:
The minimum qualifications listed below are representative of the knowledge, skill, and ability necessary for an individual to perform each essential function satisfactorily. Reasonable amounts of training are provided.
Bachelor’s degree in Business, Human Resources or related field and ten (10) years of experience associated with a union workforce and collective bargaining agreement, inclusive of five (5) years of supervisory experience; or equivalent combination of education and experience. J.D. preferred.
An ability to effectively establish, support and participate in a culture of teamwork; ensuring that your team shares the Authority’s vision; encouraging cooperation and collaboration; seeking consensus and commitment from team members; working with team members to articulate and realize common goals; valuing and actively recognizing the talents and expertise of team members, and celebrating others’ successes; encouraging team members to develop their knowledge, skills and abilities, and helping them to do so; and treating every challenge as an opportunity to improve.
Advanced working knowledge of labor and employment law (EEO), and administrative hearing processes and procedures are required.
Advanced negotiating and strategic problem solving skills.
Advanced training skills in areas of subject matter expertise.
Strong analytical, planning, and organizational skills.
Utilizes personal computer and maintains a working knowledge of applicable software programs (i.e. word processing, spreadsheets, e-mail, etc).
IV. PHYSICAL DEMANDS OF THE WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- General office conditions.
D.C. Water and Sewer Authority is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, s
Manager Labor Relations
Labor Relations Manager
This position does not require relocation. It requires a very high percentage of travel and is expected to work remotely.
The Labor Relations Manager position will be a member of the Hertz Law Department and its Labor & Employment practice group, reporting to the Assistant General Counsel, Labor & Employment. Responsibilities include, but are not limited to:
First-chair negotiation of labor contracts throughout the United States, Canada, Puerto Rico and the Caribbean
Developing and maintaining strong working relationships with operating management, union leaders, and HR Staff
Being a trusted advisor who provides prompt, accurate and ongoing counsel to internal clients on a wide range of labor matters, including union contract negotiations, grievances and arbitrations and matters of contract interpretation
Planning for negotiations in a systematic, analytical and thorough manner through the collaboration of internal stakeholders, including HR support and operations
Successfully negotiating labor contracts within the budgetary authority provided
Some hands-on management of a docket and management of outside counsel, may be required
The successful applicant must possess:
Significant experience as a first chair labor contract negotiator with expertise in contract costing procedures, drafting collective bargaining agreement provisions, and negotiations principles
Strong interpersonal skills, including an ability to lead through collaboration
A strong work ethic and a proven ability to meet deadlines on multiple projects simultaneously
Ability to operate in fast-paced environment with a very high level of autonomy
Ability to read, write, and fluently speak and understand the English language. Fluency in Spanish is a plus.
Excellent PC skills, including proficiency in Excel
The ideal candidate will:
Have a JD degree, with experience as a practicing labor attorney, and membership in good standing in the Bar Association of at least one state
Be strategic and analytical
Provide clients with solid, practical advice that can be understood and used in a fast-paced business environment
Be able to work independently and be solution driven minded
Have superior written and verbal communication skills, as evidence by writing samples
Hertz is a Drug-Free Workplace. All employment is contingent on successful completion of drug and background screening.
Labor Relations Manager
Title: Manager, Labor Relations
Job ID: CHQ20173110-21710
This position will be an integral member of Corporate Headquarters Industrial/Employee Relations function. This position will report to the Director, Employee Relations and will be actively involved in the development and implementation of strategies centered on collective bargaining and maintaining management representation across Harris.
Monitor company or workforce adherence to labor agreements
Assess risk levels associated with collective bargaining strategies
Negotiate collective bargaining agreements
Prepare and submit required governmental reports or forms related to labor relations matters, such as equal employment opportunity (EEO) forms, new hire forms, or minority compensation reports
Review practices or employee data to ensure compliance with contracts on matters such as wages, hours, or conditions of employment
Prepare statistical reports, using records of actions taken concerning grievances, arbitration and mediation cases, and related labor relations activities, to identify problem areas
Serve as primary interface to field labor representatives on all matters related to negotiation preparation, including proposal development and economic costing
Lead and participate in climate assessments and maintaining management representation training
Build and implement standard work for unfair labor practice and arbitration dispositions
Support/lead company campaign efforts in response to organizing drives
All other job duties as assigned
Ability to travel up to 40% of the time
Bachelors degree in HR/IR or other related field required
Experience in the Communications and/or Defense industry a plus
5-10 years experience in HR and/or labor relations
MBA/Masters degree in HR/IR preferred
Proficient in MS Word, Excel, Access and PowerPoint
Ability to analyze financial data and prepare analytical reports, statements and projections
Working knowledge of short and long term labor contract budgeting and forecasting
Work requires professional written and verbal communication and interpersonal skills
Effective collaborator and team player with demonstrated growth orientation
Strong analytical skills
Ability to develop talent and build strong organizational teams
Please be aware that many of our positions require a security clearance, or the ability to obtain one. Security clearances may only be granted to U.S. citizens. In addition, applicants who accept a conditional offer of employment may be subject to government security investigation(s) and must meet eligibility requirements for access to classified information.
By submitting your résumé for this position, you understand and agree that Harris Corporation may share your résumé, as well as any other related personal information or documentation you provide, with its subsidiaries and affiliated companies for the purpose of considering you for other available positions.
Location: USA - FL - Melbourne
Activation Date: Tuesday, October 31, 2017
Expiration Date: Saturday, September 1, 2018
Manager Labor & Employee Relations
Republic Services is an industry leader in U.S. recycling and non-hazardous solid waste. Through our subsidiaries, Republic's collection companies, recycling centers, transfer stations, and landfills focus on providing effective solutions to make proper waste disposal effortless for our 14 million customers. We'll handle it from here., our brand promise, lets customers know they can count on Republic to provide a superior experience while fostering a sustainable Blue Planet for future generations to enjoy a cleaner, safer and healthier world. Why Work with Us Our Company cannot thrive without great people devoted to serving customers, the community and the planet. We hire the best people to make Republic a great place to work. We are focused on attracting talented individuals across professions who are as committed to serving customers and the planet as we are. We strive to create a workplace that's meaningful and rewarding to our 33,000 employees. That's why we are proud to be recognized as Best Large Employer by Forbes, World's Most Ethical Companies by Ethisphere, and Human Rights Campaign Foundation's 2018 Corporate Equality Index.
The Manager, Labor & Employee Relations provides support to labor relations leadership and field management by applying effective labor and employee relations strategies in support of execution of the Company's business strategy.
Knowledge, Skills & Abilities
Strong attention to detail with strong analytical and training skills.
Thorough knowledge of NLRA and other related federal and state laws.
Excellent oral and written communication skills.
Effective interpersonal communication across various levels of the organization.
Ethical and has the ability to keep information confidential.
Proficiency in partnering with business leaders to drive Company strategies.
Proven ability to influence and achieve results through others.
Ability to establish credibility with numerous constituents.
Ability to manage multiple projects and meet deadlines.
Ability to complete projects and assignments with minimal supervision.
Ability to travel on short notice.
Experience working in a large, decentralized multi-state organization.
Experience working in an organization with a unionized workforce.
Bi-lingual English and Spanish.
Environmental services or transportation industry experience.
Thorough knowledge of NLRA and other related federal and state laws.
Ensures the effective implementation of labor relations and positive employee relations strategies through training and partnering with internal customers.
Develops and maintains relationships with employees and establishes stronger communication between employees and the Company.
Listens to employee concerns and appropriately suggests solutions to employees and management.
Works with management in responding to grievances in unionized facilities.
Investigates and handles certain employee complaints.
Engages in employee relations activities and supports employee engagement related initiatives.
Supports representation campaigns, elections and related matters.
Provides labor relations advice to internal customers.
This position may require travel by air, car and/or other modes of transportation up to 75% of the time.
Performs other job-related duties as assigned or apparent. The statements herein are intended to describe the general nature and level of work being performed by employees, and are not to be construed as an exhaustive list of responsibilities, duties, and skills required by personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company.
- Minimum of 3 years of progressive human resources generalist or labor relations experience that includes implementing labor strategy, developing and implementing campaign strategy and conducting training. • Experience handling election campaigns.
Rewarding Compensation and Benefits
Eligible employees can elect to participate in:
Comprehensive medical benefits coverage, dental plans and vision coverage.
Health care and dependent care spending accounts.
Short- and long-term disability.
Life insurance and accidental death & dismemberment insurance.
Employee and Family Assistance Program (EAP).
Employee discount programs.
401(k) plan with a generous company match.
Employee Stock Purchase Plan (ESPP).
Republic Services is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law.
Posted Date:3/13/2018 10:59:54 AM
Job Type: Exempt
Req #: 41102BR
Location: 04218: Phoenix-18500 N Allied Way,
Job Category: Human Resources
Manager For Labor Relations - Level 5 District And Schools
The Massachusetts' Framework for Accountability and Assistance categorizes schools and districts on a five-level scale, ranking the highest performing in Level 1 and lowest performing in Level 5. Level 5, or chronically underperforming, is the most serious category in Massachusetts' accountability system, calling for state receivership of the school or district.
Upon the Commissioner's recommendation, the state Board of Elementary and Secondary Education may place a district in Level 5 if there is evidence that district systems cannot support significant and rapid improvement for all students without state takeover. The Commissioner may place a school in Level 5 if there is evidence that the school is not improving on the basis of student performance data or if district conditions make it unlikely that the school will make significant improvement without a Level 5 designation.
The Manager for Labor Relations will work in the Office of Strategic Transformation and will coordinate and align support and intervention strategies related to labor relations, human resources and compensation to ensure effective development and implementation of Level 5 district and school turnaround plans.
The Manager for Labor Relations will support the creation and implementation of all Level 5 district and school turnaround plans and will create systems for project tracking, prioritizing and monitoring district improvement activities in Level 5 districts and schools. The Manager will support the evaluation of the impact of Level 5 turnaround plan initiatives in district and school improvement and capacity building, identifying potential barriers to improved district or school performance and will present pertinent information to the Commissioner and other ESE staff.
The selected candidate will:
Provide assistance and strategic thought-partnership to receivers of the chronically underperforming districts and schools around the preparations for and negotiations of all labor contracts;
Assist with the procedural, technical and strategic aspects of designating a school or district as chronically underperforming, including supporting the development of school/district turnaround plans; assisting with the recruitment, vetting, and development of receivers; meeting with key central office administrators to review current district conditions and practices related to human resources and budget development; reviewing and analyzing collective bargaining agreements;
Participate on a team to help assess the conditions at each chronically underperforming district and school to determine available resources to support the receivership including an assessment of the district and school's organization, collective bargaining agreements, the district's or school's budget and staffing formula, and staff performance and selection criteria;
Provide general support to the Human Resources Offices in chronically underperforming schools and districts in an effort to build internal capacity, establish efficient workflow, identify and use new technology, develop new policies and practices, and develop employee communication strategies; provide support in interpretation and application of collective bargaining terms;
Provide ongoing support with the development and maintenance of performance-based compensation plans (i.e. Teacher Career Ladder, performance-based compensation, and others);
Assist chronically underperforming school receivers with negotiations of a three-party (ESE, district, and receiver) memoranda of understanding to address responsibilities for the operation of each school;
Support and manage other technical aspects of the chronically underperforming schools and districts, including working closely with members of OST to ensure regular communication with receivers, agenda setting for meetings, supporting the creation of systems for chronically underperforming turnaround plan implementation tracking and monitoring, district and school capacity building activities, maintenance of the standard operating procedures and district and school improvement activities to archive for future planning and aiding in the creation of a blueprint for future receivership activities; respond to public requests for information in an accurate and timely manner, and prepare reports and materials on these activities for the Board of Elementary and Secondary Education to report on progress;
Provide in-district/school technical assistance and support to receivers and their district and/or school teams as needed in implementing their project plans and measuring their outcomes through data collection, organization, and analysis. Provide professional development to receivers and district/school teams as needed;
Maintain knowledge of Massachusetts state turnaround laws and regulations and maintain knowledge of current trends and issues in turnaround.
The successful candidate will have:
Experience working in or managing human resources, including negotiating collective bargaining agreements and/or developing compensation ladders;
Ability to create effective partnerships with all levels of stakeholders;
Experience managing projects involving district/school improvement or district/school turnaround efforts;
Experience managing and implementing large projects;
Ability to maintain composure and good judgment under pressure;
Ability to manage competing priorities;
Ability to analyze and determine the applicability of educational data to draw conclusions and communicate complex information;
Ability to work with diverse groups, forge agreements with individuals and organization units, particularly inside the Department;
Knowledge of current issues and research in the area of district and school turnaround;
Strong writing skills in composing a variety of documents such as reports, research papers, conference presentations, summaries, letters, etc.;
Experience and proficiency in using Microsoft Word, Excel, PowerPoint;
Experience coordinating/managing in the public sector, including supervisory experience.
MINIMUM ENTRANCE REQUIREMENTS:
Applicants must have at least (A) five (5) years of full-time or, equivalent part-time, professional, administrative, supervisory, or managerial experience in business administration, business management, public administration, public management, clinical administration or clinical management of which (B) at least one (1) year must have been in a project management, supervisory or managerial capacity or (C) any equivalent combination of the required experience and substitutions below.
I. A certificate in a relevant or related field may be substituted for one (1) year of the required (A) experience.
II. A Bachelor's degree in a related field may be substituted for two (2) years of the required (A) experience.
III. A Graduate degree in a related field may be substituted for three (3) years of the required (A) experience.
IV. A Doctorate degree in a related field may be substituted for four (4) years of the required (A) experience.
An Equal Opportunity / Affirmative Action Employer. Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply.
HR & Labor Relations Sr Manager
HR & Labor Relations Senior Manager
Direct Reports (list)
Reports to (title)
Director, Human Resources
To be completed by Corporate Compensation:
FLSA (USA only)
Job Summary - a concise overview of the job
The HR & Labor Relations Senior Manager reports directly to the Director, Par Human Resources with responsibility for leading and providing direction, guidance, and support for labor and employee relations at the Par Sterile manufacturing plant. The senior manager advises and works with HR and plant managers of all employees to ensure compliance with applicable employment laws, established policies, and the union contract and/or collective bargaining agreement.
All incumbents are responsible for following applicable Division & Company policies and procedures.
Scope of Authority - span of control (work unit, site, department, division, etc.), monetary value of budget/spend authority ( capital, operating, etc.), P&L responsibility, etc.
Multiple client groups in Rochester, MI including union and non-union employees
Key Accountabilities - key outcomes/deliverables, the major responsibilities, and % of time
% of Time
Serve as primary focal point for HR strategies, issues, and needs for assigned organizations and manufacturing plants
Share accountability for business results by identifying HR solutions that improve business performance
Evaluate trends in the company and pharmaceutical industry and make appropriate recommendations to management
Collaborate with other members of the HR leadership team to determine overall strategy for HR programs, processes and policy including total rewards, work environment, learning and development, communications, staffing and talent management
Drive corporate change initiatives through to the business and deliver programs for managing culture
Provide general and/or specific interpretation of HR Policies and Guidelines and recommend/develop new policies when necessary
Organizational Development /
Develop management team to effectively use HR systems, processes, and practices to enhance people management
Develop professional skills and understanding of business, industry and HR practices; encourage participation in professional development and industry education programs; assure cooperation and engagement in the "extended staff" model to maximize the effectiveness of all resources - internal staff, consultants, project staff, and external service providers
Provide expert insight into people and organizational issues to senior management
Lead organizational change and design by working with senior management to identify business requirements and implement appropriate solutions
Oversee succession planning and talent management programs to assess "next generation" leaders and maximize effective deployment of top performing employees
Employee / Labor Relations
Facilitate the resolution of management-employee issues; interpret HR policies; handles the most complex employee relations issues including intake, issue identification, policy interpretation, investigation, root-cause analysis, recommendation development, communication to involved, conflict resolution, development or performance improvement planning, confidential record-keeping and management reporting; collaborate with HR colleagues and company executives to ensure alignment in resolving complex or precedent-setting situations
Consultant, coach and advisor to the organization providing HR expertise with objectivity and professionalism in dealing with sensitive issues to all levels of management and employees
Collaborates with Operations, Workforce Development, and Maintenance functional leaders to ensure manufacturing employee upskilling
Offer advice, counsel, and guidance in the development, support and implementation of EEO / Diversity objectives
Maximizes the business results and effectiveness via optimal use of human assets, a critical source of competitive advantage
Create and sustain a high performance culture
Education & Experience
Minimal acceptable level of education, work experience and certifications required for the job
BA/BS in Management, Human Resources, Organizational Psychology or related discipline; MBA or MA in related discipline preferred
10+ years' experience in HR with exposure and responsibility for various functional areas (staffing, employee relations, compensation, learning and development)
Five to eight years in a business partner position with responsibility for staff, strategic planning, budget management, alliances and partnerships and consulting with business leaders including business strategy design and development experience; experience consulting with functional vice presidents and directors of business units and influencing corporate decision making related to HR issues
Five to eight years' experience in a manufacturing environment in highly regulated industry with a high population of hourly or non-exempt workforce, including union and non-union employees
Experience with collective bargaining agreements including grievance investigations, responses and participation in contract negotiations
Experience in the pharmaceutical industry HR and Manufacturing functions preferred
Proficiency in a body of information required for the job
e.g. knowledge of FDA regulations, GMP/GLP/GCP, Lean Manufacturing, Six-Sigma, etc.
Thorough knowledge of applicable labor and employment laws, HR best practices, trends and issues
Strong knowledge of federal and state regulations and compliance
Often referred to as "competencies", leadership attributes, skills, abilities or behaviors that may be enterprise, functional or job specific e.g. coaching, negotiation, calibration, technical writing etc.
Demonstrated ability to develop a high degree of personal credibility with leaders and employees
Demonstrated ability to lead, manage and participate on teams with shared responsibility for outcomes and decision making
Demonstrated ability to manage and lead meetings
Demonstrated consultative approach to HR and Labor Relations practices
Demonstrated ability to exercise sound judgment and decision making
Excellent verbal and written communication skills
Ability to research, understand, and communicate labor relation issues and solutions
Physical & mental requirements e.g. lift 40 pounds, walk across plant/warehouse, business travel (% of time), driving as part of work responsibilities, etc.
Disclaimer: The above statements are intended to describe the general nature and level of work performed by employees assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, and qualifications. Management reserves the right to change or modify such duties as required.
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Customer Focus – Results Driven – Leadership – Teamwork – Innovation and Continuous Improvement
Endo Job Description Template - Revised July 2014
Logistics HR Manager - Labor Relations
Company Name: Kroger Logistics
Position Type: Employee
FLSA Status: Exempt
Provide leadership and direction for the Logistics Human Resources function. Drive Talent Management to continually improve individual and organizational effectiveness. Create a work environment that enhances associate safety, relations and productivity. Role model and demonstrate the company's core values of respect, honesty, integrity, diversity, inclusion and safety of others.
Essential Job Functions:
Build diverse teams who work to achieve business objectives by promoting collaboration, coordination and teamwork
Participate in the development of site strategies, goals and objectives
Facilitate the Performance Management Process utilizing the Kroger Leadership Model (KLM)
Manage succession planning process for appropriate associates
Oversee diversity and inclusion initiatives
Lead the process of recruiting associates including the selection and hiring process.
Develops and maintains effective associate relations programs that result in enhanced associate engagement
Act as liaison and company spokesperson with government agencies and third party vendor
Serve as a member of negotiating team, and work to resolve grievances in a manner which promotes company goals and objectives at organized facilities
Strive to effectively solve problems for the mutual benefit of the company and its associates and provide education and direction for management on contract interpretation, labor relations principles and effective conflict resolution.
Communicate in a manner designed to minimize conflict and foster a positive relationship between management and associates
Oversee the safety process
Manage Total Rewards programs according to company directive
Oversee policies, procedures and human resources information systems to ensure compliance
Responsible for compliance with corporate policies, government regulations and contractual obligations
Serve as a member of the site Leadership team
Accountable for programs to promote retention
Supervise and coach direct reports in the performance of their duties; complete performance reviews and provide feedback to direct reports
Must be able to perform the essential functions of this position with or without reasonable accommodation
3 years Human Resources experience
Excellent written, verbal and presentation skills
Demonstrated leadership, coaching and influencing skills
Strong knowledge of federal and state employment laws
Ability to travel independently (less than 25%)
Level 8 - below 500 associates
Level 9 - above 500 associates
Desired Previous Job Experience/Education:
Previous HR experience in Supply Chain
Human Resources Certification (SPHR, PHR)
Education Level: Bachelor's Desired
Required Travel: Up to 25%
Required Certifications/Licenses: None
Position Type: Full-Time
Regions: Midwest; South
Keywords: Human Resources Labor Relations Manager
Jobs at Kroger Logistics: Kroger Logistics is a best-in-class supply chain team that services our more than 2,500 grocery and convenience stores that stretch coast-to-coast across the U.S., including Alaska. We are comprised of more than 30 distribution centers, regional freight centers, transportation and office locations. In Kroger Logistics, we offer career opportunities in Safety, Professional Driving, Warehouse Operations, International Logistics, Engineering, Supply Chain and Human Resources. If you are looking for an ever-changing, fast-paced environment focused on supporting our Customer 1St Strategy, we welcome your online application.
Kroger Family of Companies employs nearly half a million associates who serve customers in 2,782 retail food stores under a variety of local banner names in 35 states. Our Family of Companies also operates 2,268 pharmacies, 274 fine jewelry stores, 1,489 supermarket fuel centers and 38 food production plants in the United States. Kroger is dedicated to our Purpose: to Feed the Human Spirit™ by serving America through food inspiration and uplift and creating #ZeroHungerZeroWaste communities by 2025. Careers with The Kroger Co. and our family of companies offer competitive wages, flexible schedules, benefits and room for advancement.
Posting Notes: TN || Memphis || 5079 Bledsoe Road || 38141 || Kroger Logistics || None || Human Resources; Logistics/Supply Chain || Employee || Exempt || Full-Time || None
Employee And Labor Relations Manager
Position Description Benefits Supplemental Questions
The City of Seattle Department of Transportation's (SDOT's) mission is to deliver a high-quality transportation system to connect Seattle's vibrant people, places and products. A full 27 percent of Seattle's land is made up of streets, sidewalks and other transportation-related public space that's used to move a growing number of people and goods from one place to the next. A snapshot of SDOT's vast portfolio of work reveals that it includes everything from filling potholes to paving streets, tweaking traffic signals and helping buses and freight deliveries run on time to creating enjoyable public spaces and building out a network of bike lanes and sidewalks to serve all ages and abilities. Through a staff of over 900, SDOT is focused on creating a safe, interconnected, affordable and innovative city for all. The City of Seattle's core values of community, social equity, environmental stewardship and economic opportunity and security drive SDOT's work toward creating a safe, connected, vibrant, affordable and innovative city for all.
SDOT is seeking a forward thinking, innovative Employee and Labor Relations Manager. This position is a key member of the HR leadership team and the broader SDOT leadership team and reports to the Human Resource Director of SDOT. This position will partner with additional employee and labor relations resources to assess relative strengths and weakness of the department's current policies, guiding management decision-making and resolving complex employee relations issues. The position ensures compliance with all related laws, department and city-wide policies, the ethics code and collective bargaining agreements, and is responsible for coordinating and facilitating the resolution of grievances and general contract interpretation issues.
Work closely with management and human resource staff to proactively respond to labor issues, employee-related issues, and union concerns. Coach and counsel on a broad ranges of human resource issues related to SDOT's union relationships and collective bargaining agreements (CBAs). Develop and maintain effective working relationships with SDOT employees, City labor relations staff, elected officials, managers, and union stewards and business agents.
Provide consultation and support to management on a broad range of issue related to SDOT union relationships and CBAs. Support daily operations by providing interpretative guidance of CBAs, department policies, and personnel rules.
Counsel management regarding labor relations and related policies, procedures, and union agreements, including progressive discipline and fact-finding investigations. Make recommendations for next steps ensuring consistency and adherence to applicable standards.
Plan and prepare materials for grievances, arbitrations, labor/management initiatives, and collective bargaining negotiations. Provide analysis, reference documents and statistical data concerning labor legislation, prevailing union and management practices; establish business processes and benchmarks.
Administer human resource programs and protocols mandated by law, personnel rules, department policy, and CBAs. Program oversight includes eligibility for employment, professional certification, motor vehicle licensure, operator requirements, and fitness for duty.
Provide support in labor-management settings, facilitating discussions between labor and management. Facilitate and support labor-management meetings ensuring follow-through on identified action items and communication plans.
Respond to information requests and compile documentation for various administrative proceedings. Responsible for SDOT's response to unemployment claims, including responding to and attending appeal hearings.
Monitor and track disciplinary actions using human resource information systems and databases. Produce reports and queries as required.
Bachelor's degree in Labor Relations, Business or Public Administration, Human Resources Management, Economics or a closely related field.
Three years of progressively responsible labor relations administration experience.
Other combinations of education, training and experience will be evaluated on an individual basis for comparability.
Commitment to applying the principles and practices of human resources to build internal capacity to support the department and City's strategic objectives.
Ability to build relationships based on trust and credibility is critical to success in this consultative role.
Sound judgement, professional and personal credibility; the ability to build and maintain effective working relationships at all levels of the organization and with union representatives.
Exceptional writing, research, and analytical skills coupled with expert level knowledge of labor relations.
Certification of HR technical competency by the Society for Human Resource Management, the HR Certification Institute, the Human Capital Institute, or other human resource accreditation organization
Self-starter mentality; comfortable with ambiguity, limited direction, and establishing something from nothing
Demonstrated ability to coach managers and supervisors to use company best practices for maximum effectiveness
Excellent written and verbal communication, interpersonal skills; high quality document and report preparation
Understanding of teams and how to grow and develop leaders
Excellent presentation skills and knowledge of employment laws such as ERISA, ADA, and other federal and state laws covering discrimination and equal opportunity employment
Additional Information:Hiring process involves background check of conviction and arrest records in compliance with Seattle's Fair Chance Employment Ordinance, SMC 14.17. Applicants will be provided an opportunity to explain or correct background information.
For questions and inquiries, please contact Sherysse Morris at Sherysse.Morris@seattle.gov.
Labor Relations Manager
UTC Climate, Controls & Security is a leading provider of heating, ventilating, air conditioning and refrigeration systems, building controls and automation, and fire and security systems leading to safer, smarter, sustainable and high-performance buildings. UTC Climate, Controls & Security is a unit of United Technologies Corp., a leading provider to the aerospace and building systems industries worldwide.
Carrier is the world's leader in high-technology heating, air-conditioning and refrigeration solutions. Carrier is a part of UTC Climate, Controls & Security, a unit of United Technologies Corp., a leading provider to the aerospace and building systems industries worldwide.
If you thrive in a fast-paced environment and are looking for an opportunity to develop your human resources career, then we have a great opportunity for you. We are seeking a high energy, self-starter to drive key human resources initiatives and promote a high performance culture.
This position will lead the administration of the organization's labor and employee relations programs, policies, and procedures. This includes the administration of the collective bargaining agreement, grievance procedure, arbitration preparation, preliminary responses to unfair labor practice charges and union awareness training. Consistently applies and interprets company policies and procedures to ensure proper compliance with government laws, regulations and company policies and procedures. Conducts investigations, resolves complaints and coaches business leaders regarding performance management.
Provides leadership direction and management of the labor relations team; To include items such as performance management, mentoring, training and development, personnel selection, salary recommendations and corrective action
Ensures oversight of the preservation and consistent application of the Collective Bargaining Agreement
Partner with Plant Leadership Team and Divisional Leaders to achieve tactical and strategic organizational objectives
Research complex labor and employee issues, and if necessary, coordinate efforts with Corporate HR and/or Legal
Advise and assist Corporate Leadership in the proper application of Company HR Programs
Provide consultation and mediation regarding work-related issues, conflicts, and discipline policy/procedures questions, contract interpretation
Oversee and assist Plant Management Teams' proactive promotion of positive employee relations environment
Participation and occasional leading of the development and implementation of strategic and tactical approaches for the Company's overall Labor Relations Strategic Plan to include bargaining strategies
Assess and define current state of Management Development functions and propose new strategies to improve processes when necessary
Create materials which will assess and inform management on pertinent workforce issues and concerns
Administer Employee Engagement Survey in an effort to achieve operational goals through survey follow-up and execution of action plans
Assist with interpreting policies, regulations and programs in a manner conducive to Company goals and values
Provide Human/Labor Relations training at all levels of Plant operations as needed
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