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Manager Labor Relations Job Description Sample
Manager Labor Relations
Summary:
Under the general direction of the VP HR Business Partnerships and Labor Relations the Manager Labor Relations is responsible for aligning Lifespan�s business imperatives with the collective bargaining agreements to insure interpretation application and compliance with labor and regulatory laws. He/she is the primary point of contact for senior leadership management and labor leadership.
The Manager Labor Relations partners with the VP HR Business Partnerships and Labor Relations and the Manager of HR Business Partners to successfully execute business strategies with leadership and labor partners utilizing objective data driven business decisions. The Manager Labor Relations will function as an internal consultant administer policies and contracts supervise employees and manage budget accordingly.
Responsibilities:
Responsible for all aspects of labor relations to ensure compliance with collective bargaining agreements policies and procedures state and federal employment regulations. Evaluate grievances and local conflicts resulting from the labor agreements to determine if contractual violations have occurred and implement appropriate remedies to grieving parties.
Ensure that labor relations plans are implemented as agreed with management to mitigate the potential negative impact of any issues on operations. Identify labor relations issues that may escalate beyond the local level. Establish and implement best practice strategies that promote employee engagement and team building that supports Company values and business goals.
Develop and implement proactive positive employee relations strategies including manager training with processes to identify locations with high risk for union organization and creating action plans for reducing that risk. Develop Labor Relations programs tools and resources incorporating best practices from operations to serve as resources for the field and support the creation of alignment consistency and accountability in the management of labor issues.
Develop sustainable relationships with operations in order to facilitate effective dialogue to address and resolve issues and proactively implement effective workplace practices. Build relationships with key local labor organizations to create a positive platform to address issues as they arise and build future relationship equity by obtaining input on a proactive basis.
In partnership with VP HR Business Partnerships and Labor Relations and Manager HR Business Partners serves as influential people partner advising Senior Management and HR Business Partners on addressing a variety of complex employee and labor issues while effectively mitigating business and company risk. Provides counsel to contribute to the overall effectiveness of the health system.
Contribute to the overall business strategy and its execution by collaborating with senior business leaders and labor partners to identify prioritize and build organizational capabilities define and structure human capital talent and drive the implementation of value-added high quality human resources programs and priorities.
Supervise labor and employee relations function within the Affiliate(s). Counsel managers and employees as appropriate regarding the interpretation and application of the collective bargaining agreements policies and state and federal employment regulations as well as a broad range of human resources issues related to the union relationships.
Manage labor relations and employee relations matters including participate in and/ or chair meetings with union leaders and/or employees. Collaborate effectively with Human Resources senior leadership and labor leadership.
Administer employee relations policy matters and labor relations contract matters including addressing grievances per the contract(s) handling various other labor relations or employee relations issues and ensuring proper documentation and communication for bargaining history and related purposes.
Make recommendations insuring consistency and adherence to applicable standards and contract interpretation.
Participate in development of employee relations and labor relations strategy within the Affiliate(s). Directs the development of programs designed to enhance the representation of the interests of non-unionized employees in all conditions of employment. Designs and develops programs of effective interventions to prevent the need for third party representation of non-unionized employees and to promote recognition of the organization�s positive employee relations climate.
Working with the VP HR Business Partnerships and Labor Relations and Manager HR Business Partners for managing the outcomes to the lesser degree possible of litigation arbitration and other employment or contract disputes.
Oversee the administration and interpretation of both union and non-union contract and policy matters in conjunction with Human Resources leadership. Assesses and identifies potential organizational or operational changes likely to have significant effects on the organizational structure and/or culture.
Facilitates Labor Management Forums for both unions promoting a collaborative and trusting environment with a focus on results driven initiatives raised by both hospital and union leadership.
Extract and understand employment wage financial and operational data from computer systems and other sources perform financial calculations and other data analysis.
Interviews hires orients assigns work to evaluates supervises and regularly communicates with and prepares performance standards and development plans for team members. Promotes teamwork and participates problem-solving and decision-making processes in the department.
Serves as a role model develop strategies that promote the provision of high levels of customer service. Change agent and champion for the rollout of company-wide talent-related strategies and initiatives that support the success of the organization�s growth drives business results and reinforce a collaborative aligned and engaged culture.
Knowledge Skills and Abilities � Working knowledge and experience with of employment and labor laws including the National Labor Relations Act wage and hour anti-discrimination/harassment and other laws governing the workplace.
Apply effective leadership and teamwork.
Demonstrate broad technical expertise business and industry knowledge and process capabilities. Analytical ability to extract and manage computer data and mutual gains and negotiation skills.
Able to address grievances and to negotiate and administer collective bargaining agreements and personnel policy
- Able to conduct and consult on formal investigations related to internal and external complaints.
Skilled at finding creative solutions to issues and working with all levels of management and employees
Ability to influence at multiple levels of the organization and drive prioritization of HR and Labor initiatives
Takes initiative and minimizes situations from escalating.
Performs other duties as assigned.
Other information:
EDUCATION:
BS/BA Degree (preferably a degree in Human Resources Behavioral Science or Business Administration). Additional formal training or certificate programs in contract negotiations and contract administration preferred. MBA and Senior Professional in Human Resources (SPHR) preferred or an equivalent professional qualification.
EXPERIENCE:
Five or more years of strong labor/employee relations background with preferred experience leading a labor and employee relations function and overseeing staff and staff budget required. Responsible for leadership and experience in managing complex employee and labor relations issues and management of a full range of human resources programs and services in a large diverse and operationally complex organization required.
Thorough knowledge of the State and Federal Laws and regulations as well as knowledge of labor law and regulatory compliance as it relates to collective bargaining rights. Demonstrated ability to develop and maintain effective relationships at all levels of the health system and the Hospitals including coaching and influencing senior leaders. Demonstrated success building and leading high performing teams. Strong HR and business acumen cultural awareness consultative skills customer service orientation functional human resources expertise and self-initiative.
Experience must demonstrate high level of interpersonal skills investigatory techniques along with demonstrated abilities to effectively manage teams and conflict in the workplace and independent ability to conceptualize develop and affect problem resolution. Utilize strong organizational and time management skills � Demonstrate resourcefulness take initiative and think outside the box to develop custom solutions � Demonstrate experience with complex and rapidly changing work environments
- Skilled in managing multiple priorities.
WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS:
Work is performed in a typical hospital business office environment requiring walking sitting and standing.
SUPERVISORY RESPONSIBILITY:
Direct supervisory responsibility for up to 10 FTE�s
Lifespan is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race color religion sex national origin age ethnicity sexual orientation ancestry genetics gender identity or expression disability protected veteran or marital status. Lifespan is a VEVRAA Federal Contractor.
Location: Corporate Headquarters USA:RI:Providence
Work Type: Full Time
Shift: Shift 1
Union: Non-Union
Manager Labor Relations
Requisition ID: 55808
Job Function/Category: Human Resources
Employment Type: Exempt Full Time
This is an exciting time to be joining PSEG. Our commitments, which include safety, integrity, customer focus, and diversity & inclusion, are the fabric of our culture and help drive the success of our business. We are fortunate to have an outstanding workforce of diverse and highly skilled talent who move us forward in our operational excellence journey. PSEG has more than 12,000 employees who are dedicated to the communities we serve and embody our vision: People providing Safe, Reliable, Economic and Greener Energy.
The Manager – Labor Relations (Power) will oversee the Labor Relations function for PSEG Power and report to the Senior Director – Labor and Employee Relations. This position is responsible for the strategic oversight and administration of the collective bargaining agreements with PSEG Power's four labor unions and support of PSEG Power's initiatives that affect bargaining unit employees. The position regularly interacts with PSEG Power's senior leaders, union leaders, and other stakeholders.
Responsibilities include:
Oversee the administration of day-to-day Labor Relations matters for PSEG Power in accordance with contract language and company policy, procedures, and practices
Support PSEG Power wide initiatives (e.g., mindset, workplace behaviors) that affect bargaining unit employees
Manage the discipline, grievance and arbitration process for PSEG Power, including the management and audit of various logs and reports relating to disciplinary actions, discharges, grievances, and arbitrations
Compile and analyze labor relations data looking for trends and making recommendations to drive future labor relations initiatives, including training. Create presentations for reporting to senior management
Negotiate mid-term agreements
Manage labor relations training
Partner with Compliance, Employee Relations, and Legal regarding ongoing concerns, investigations, arbitrations, legal disputes, and resolutions to achieve optimal results
Required:
Bachelor's degree – or - minimum of 7 years of experience in labor relations or other position with relevant skills and experience
Knowledge of labor and employment laws
Experience supervising or managing others
PowerPoint presentation skills
Use of Microsoft Office applications (including SharePoint, Excel, Word, PowerPoint, Outlook)
Strong written and verbal communication skills with all levels of management and others
Solid project management skills with ability to manage multiple tasks and lead cross-functional teams
Ability to work independently and exercise discretion and independent judgement
Ability to develop creative solutions
Perform related responsibilities as assigned
Desired:
Master's Degree in Human Resources and/or Labor Relations
J.D. with labor law experience
Power industry experience
As an employee of PSE&G or PSEG Long Island, you should be aware that during storm restoration efforts, you may be required to perform functions outside of your routine duties and on a schedule that may be different from normal operations.
This site (http://www.pseg.com) is strictly for candidates who are not currently PSEG employees. PSEG employees must apply for jobs internally through empower which can be accessed through the mypseg homepage by clicking on the employee center tab, then under the empower header, choose careers.
Business needs may cause PSEG to cancel or delay filling position at any time during the selection process.
Certain positions at the Company may require you to have access to Part 810-Controlled Information. Under the law, the Company is limited in who it can share this information with and in certain circumstances it is necessary to obtain specific authorization before the Company can share this information. Accordingly, if the position does require access to this information, you must complete a 10 CFR Part 810 Export Control Compliance Nationality Request Form, a copy of which will be provided to you by Talent Acquisition if an offer is made. If there is a need for specific authorization, due to the time it takes to obtain authorization from the government, we will likely not be able to further proceed with an offer.
Public Service Enterprise Group (PSEG) is an equal opportunity employer, dedicated to a policy of non-discrimination in employment, including the hiring process, based on any legal protected characteristic. Legally protected characteristics included, race, color, religion, national origin, sex, age, marital status, sexual orientation, disability, or veteran status or any other characteristic protected by federal, state, or local law in locations where PSEG employs individuals.
Need to request an accommodation?
If you have a disability and need assistance submitting your resume, applying for a position or registering for a test, please call 973-430-3845. Any information provided regarding a disability will be kept strictly confidential and will not be shared with anyone involved in making a hiring decision.
Nearest Major Market: Newark
Nearest Secondary Market: New York City
Job Segment: Employee Relations, Labor Relations, Developer, Law, Compliance, Human Resources, Technology, Legal
Manager Labor Relations
ABOUT US: Serrano Search, LLC is a unique executive search firm dedicated to labor relations related recruitment. We accept search assignments nationally for positions that typically fall into two categories: We help clients hire the best talent in the country when they currently have collective bargaining agreements, and we assist when clients are focused on remaining union free.
General Summary-Manager of Labor Relations
This position is responsible for managing the day to day activities of the Labor Relations Department to ensure efficiency and attainment of operating goals. This position reports directly to the Vice President of Labor Relations.Essential Job Accountabilities
- Assists with evaluation, development, and implementation of department policies, practices, and procedures to ensure compliance with terms of labor contract provisions, including wages, hours, and working conditions and applicable law in attainment of operating goals
- Establishes and maintains satisfactory labor-management relations at all levels, interprets the collective bargaining agreements, administers grievance procedures including arbitrations, and assists all levels of management and personnel on labor matters to ensure compliance with CBAs and competitive compensation for craft employees.
- Analyze collective bargaining agreements to develop interpretation of intent, spirit, and terms of contract to ensure proper compliance and competitive positioning for negotiations; includes preparation of statistical reports, using records of disputes and related labor relations activities to develop strategic bargaining proposals and proactive solutions to reoccurring issues.
- Provides internal clients and departments with interpretation and communication of changes in CBA wages, prevailing wage information, and contractual terms and guidance on potential legal and business risks, as well as brainstorming solutions to complicated situations, research and resolution of certain contractual disputes and obligations.
- Furnishes information, such as reference documents and statistical data concerning labor legislation, labor market conditions, prevailing union and management practices, wage and salary surveys, and employee benefits programs, for use in review of current contract provisions and proposed changes.
- Organizes/coordinates resources to ensure effective production of services, resolution of problems, and preparation of schedules and setting deadlines to ensure timely completion of work.
- Monitor and analyze costs, oversee preparation of budget and coordinate activities of department with related activities of other departments to ensure efficiency and economy.
Education
- Bachelor’s Degree and or equivalent related experience.
Experience
- 8+ years in the field or related industry.
- Contract negotiations
- Labor Law experience a plus
- Construction industry experience a plus
- Travel 50%
RELOCATION BENEFITS ARE AVAILABLE
Manager, Labor Relations
Manager, Labor Relations
CALocalTerminal Operations/EngineeringRef.: AT-209143APM Terminals is the global terminal operating arm of the A.P. Moller-Maersk Group. APM Terminals operates a Global Terminal Network of 76 operating port and terminal facilities and 117 Inland Services operations in 59 countries around the globe.
We OfferAPM Terminals offers tremendous growth, career and leadership opportunities for those with the ambition, drive and dedication to become one of the best. If you see yourself being part of a team that helps the global economy grow through our worldwide network of customers and terminals, then we want to hear from you!
Key Responsibilities
Execute the labor strategy for APMT Pier 400 focusing primarily on ensuring management team is honoring and utilizing the Collective Bargaining Agreements (CBAs) to produce safe, efficient, and profitable operations.
Act as lead spokesperson, represent management in the consistent administration of CBAs, to include: daily Terminal and Shipping Line Operations support, contract interpretation, conflict management, investigations, and grievance management.
Facilitate grievance dispute resolution, process and track grievances, monitor trends, and proactively advise managers on possible resolutions to issues.
Maintain effective Labor Relations by studying organizational requirements, constraints, plans, objectives, and accomplishments; formulating and recommending policies, procedures, and positions.
Prepare for Labor Relation Committee Meetings (LRCs) and response to Requests for Information (RFIs) by examining issues; studying organizational requirements; setting goals, strategies, and tactics.
Prepare and present the Company's position in labor arbitration proceedings, including investigation of facts, evaluation of the Company's case, and settlement discussions where warranted.
Train management employees on how to effectively administer the CBAs while developing and maintaining positive labor relations with key stakeholders.
Establish and maintain collaborative working relationships with the collective bargaining agent, Pacific Maritime Association, other industry Labor Relations representatives, and Union officials.
Perform regular business process confirmations to ensure CBA compliance.
Collaborate with Human Resources and Legal to prepare accurate position statements regarding employment related charges filed through federal or state agencies.
#LI-POST
Who we are looking for
Based in Los Angeles, CA, the Labor Relations Manager is responsible for establishing and maintaining positive, productive labor relations and assisting in the administration of the Company's labor relations philosophy and strategy for APM Terminals Pier 400.
Established authorization to work in the US is required.
The ideal candidate will also possess:
Education – Bachelor Degree required in relevant field of study and 5+ years of experience in terminal operations/logistics and labor relations in both a union and non-union environment.
Leadership – Conveys goals and expectations clearly; takes specific action to foster teamwork and keep people motivated. Is receptive to innovative ideas and suggestions. Thinks strategically and has long term vision.
Accountability – Set long-term operational plans that impact by maintaining standards that lead to high performance and execution
Agility – Ability to create and improve important changes rapidly
Collaboration – Ability to work together across boundaries by using influence and negotiation skills. Strong interpersonal skills with the ability to initiate and sustain collaborative business relationships.
Last application date: 12 May 2019.
For further information, please contact: janee.ortiz@apmterminals.com.apmterminals.comIs a career with APM Terminals right for you? Learn more or watch the APM Terminals career videos at: www.apmterminals.com/careers
APM Terminals is an Equal Opportunity Employer (M/F/V/D).
FMLA Rights: http://www.dol.gov/whd/regs/compliance/posters/fmlaen.pdf
At APM Terminals, we are a team of over 20,000 employees spread across more than 60 countries united by a passion to provide our expertise in port operations and container management services. By providing the expertise and port infrastructure essential to world trade, we actively support the advancement of the societies around us, enabling local economies to unlock their potential and build an even stronger global community. Working with a team of talented professionals you will get a chance to experience different cultures and make friends all over the world. You'll find a culturally diverse, stimulating environment at any of our offices, terminals or depots. When you join APM Terminals, the world is your workplace. APM Terminals is an independent business unit within the Danish Maersk Group – a Global Fortune 500 company with about 89,000 employees and offices in 130 countries with global growth opportunities in a range of fields from shipping and energy to our offshore and manufacturing industries - Join us to achieve even your most ambitious career goals!
Human Resources Manager / Labor Relations Manager (Union Experience Required)
JOB SUMMARY
Manages the effective implementation of human resources (HR) initiatives, policies and procedures, including compliance, employee onboarding and exiting, performance management, training, compensation, affirmative action planning and employee safety in a unionized environment. Performs work that is varied and may be somewhat difficult but usually involves limited responsibility. Primary business partners are first line supervisors, mid-level managers and directors.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Manages the HR function for a business unit or line of business.
Provides employee relations support, including conflict resolution, disciplinary action and performance improvement counseling.
Conducts investigations regarding discrimination and unfair employment practices, including, but not limited to, those involving federal and state agency charges.
Implement labor relations programs to oversee compliance with the union's negotiated contract.
Responsible for developing labor policies, overseeing the management of labor relations for a business unit, negotiating collective bargaining agreements, managing grievance procedures and advising teams to ensure compliance with the collective bargaining agreements. May be responsible for managing several HR functions such as employment, labor relations, compensation, training, equal employment/affirmative action, records, safety and health, benefits and employee services.
Assists management in planning, development, implementation and evaluation activities.
Studies feedback and develops strategies that balance the needs of employees and management with relation to employee services and policy alignment.
Evaluates the status and productivity of HR programs and recommends changes to improve efficiency and cost-effectiveness.
Develops and conducts training for management and employees on a variety of issues including, but not limited to, performance management, diversity, etc.
May perform other responsibilities as assigned.
SUPERVISORY RESPONSIBILITIES
None. Responsible for identifying training needs, tracking performance, coaching and motivating employees. Responsible for partnering with clients and management on decisions relating to hiring, terminating, compensation and performance evaluation.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and EXPERIENCE
Bachelor's degree (BA/BS) from 4-year college or university and a minimum of 5 to 7 years of related experience.
5-10 years progressive experiences in labor relations role.
CERTIFICATES and/or LICENSES
Professional in Human Resources (PHR) designation preferred.
COMMUNICATION SKILLS
Ability to comprehend, analyze and interpret business documents. Ability to effectively respond to sensitive issues, complex inquiries or complaints from clients, co-workers, supervisor and/or management. Ability to motivate employees and client groups to take desired action.
FINANCIAL KNOWLEDGE
Ability to perform basic mathematical functions including percentages, discounts and commissions.
REASONING ABILITY
Ability to analyze and interpret considerable data in varying circumstances and provide solutions to varying unique challenges.
OTHER SKILLS and ABILITIES
Strong Microsoft Word, PowerPoint and Excel skills required. Knowledge of PeopleSoft.
SCOPE OF RESPONSIBILITY
Decisions made with thorough understanding of procedures, company policies and business practices to achieve general results and deadlines. Responsible for setting work unit and/or project deadlines. Errors in judgment may cause short-term impact to department.
Human Resources & Labor Relations Manager
Apply Now
Olin Chlor Alkali Products and Vinyls, a division of Olin Corporation, is seeking a Human Resources & Labor Relations Manager. This position will be located at our McIntosh, Alabama (Mobile area) manufacturing site.
In this role, the HR Manager develops and directs implementation of plans and/or programs to ensure the most effective utilization of human resources to support location objectives. This is accomplished within the framework of the organization's overall corporate policies, plans and programs. He or she displays excellent managerial and HR management skills, as well as in-depth knowledge of the organization. Emphasis is on adaptation and implementation of broader organization policies. This is the top human resources position for the location. Successful candidate will demonstrate generalized knowledge and involvement in all human resources areas. The HR Manager interprets and implements provisions of local labor agreements and site employment handbooks to resolve problems and assure compliance by both parties. Provides performance management coaching and career development planning for direct reports.
Olin Corporation is a leading vertically-integrated global manufacturer of chemical products and a leading U.S. manufacturer of ammunition. Olin is the world's leading producer of chlor alkali products and vinyls, the number one supplier of epoxy materials, the number one global seller of membrane caustic soda and chlorinated organics and the number one North American seller of chlorine, bleach and hydrochloric acid. Winchester's principal manufacturing facilities produce and distribute sporting ammunition, law enforcement ammunition, reloading components, small caliber military ammunition and components and industrial cartridges.
Essential Functions:
Working within corporate strategies and policy frameworks, designs, proposes and implements human resources strategies, guidelines and procedures within broad principles and policies set by the organization to meet requirements supporting short and long-term business needs
Supervises administration of human resources policies and practices at the location
Conducts employee orientation programs
Manages employee training compliance
Assists in the articulation of the values and culture of the organization and proposes HR management activities which support the organization's culture
Assures implementation/administration of compensation and benefits programs at the location
Administers affirmative action and other employee relations programs
Monitors department's budget on the basis on operational needs, identifying the resources required to meet such needs
Participates in site top leadership team to plan and implement programs to meet human resource requirements supporting short and long-term business needs
Serves as communication link with bargaining unit representatives and individual employees to anticipate potential problems and improve understanding of the organization's position
Interprets the labor organization's viewpoint for management
Identifies chronic labor relations and employee relations problem areas and recommends solutions
Participates in collective bargaining negotiations and administers contract provisions at the location
Investigates and answers grievances within the framework of the contract
Advises managers on how to handle specific situations (e.g., discipline, work practice changes) and their implications in terms of labor agreements, company policy, employment handbooks and employment law
Determines future human resources needs together with line management
Administers recruitment programs to meet needs
Interviews potential candidates and coordinates with line management to select the best candidate for the job and recommends a compensation package
Provides direct and/or indirect development and supervision
Manages and motivates staff; reviews and assesses performance, develops and builds employee skills, supports their professional development and enables employees to optimize their contribution to the department
Position Requirements:
Bachelor's or Master's Degree* in in Human Resources, Labor/Industrial Relations, Business Management, Organizational Development or related discipline
PHR/SPHR or SHRM-CP/SCP certifications preferred
Minimum of 9 years related HR Generalist/Management experience; industrial and manufacturing environments preferred; process or chemical plant environments preferred
Ability to offer subject matter expertise on HR compliance/employment law knowledge, succession planning, employee retention, organizational capability, leadership development, performance management, team building and employee relations is required.
Labor relations experience, including hands-on skills in negotiations, grievances and arbitrations is required.
Demonstrated ability to coach and develop HR staff; build strong and engaged teams.
Excellent communication (verbal and written), presentation and facilitation skills.
Strong technical abilities and experience with HRIS, ATS and other HR systems.
Demonstrated ability to achieve both individual and team results through a fact-based, collaborative, analytical approach.
Organized with the ability to set priorities, manage complexity, and plan in a fast paced, high-energy environment.
Must be able to obtain a Transportation Worker Identification Card
Prior experience working in an OFCCP regulated environment strongly preferred
The ability to relocate to other locations in the US is strongly required
Able to travel up to 15% of the time
Degree must be from a school that is accredited by an accrediting agency recognized by the Secretary of Education of the U.S. Department of Education
This position is not eligible for an expat assignment
Olin does not provide any form of sponsorship to applicants not authorized to work in the US.
Olin is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.
Senior Human Resources Manager - Labor Relations
Position Title:
Senior Human Resources Manager
- Labor Relations
Position Summary:
The HR and Labor Relations Manager is responsible to successfully execute HR and Labor relations activities for the 900+ employee population at the Waterford plant site. This role will ensure excellent performance of HR processes and activities by collaborating with location management, HR managers and HR business partners in order to support the achievement of business goals. Model behaviors that align with Momentive's Core Values (Ethics & Integrity, Environmental Health & Safety, Customer Centric, Creative Solutions, People and Talent, Meeting Commitments and Teamwork) and coach/influence others to do the same, especially leaders and managers. Other responsibilities include: multiple aspects of the employee lifecycle, including, but not limited to: recruiting, employee relations, training and development, performance management, compensation, pension, benefits, etc. Utilize knowledge of local divisional/functional business objectives and functional HR knowledge and expertise to support plant leadership team and functional managers on HR-related issues, including policies, processes, programs, etc., to help meet local business goals and objectives.
Additionally, this role plans, manages, and integrates services associated with providing HR support to 700+ represented employees at the Waterford site. This role is critical to partnering with, coaching, advising, and developing leaders, supervisors and front-line leaders to effectively manager in a union environment. Manages site HR team driving to sound decisions, and solutions in relation to actions and interpretations of the Collective Bargaining Agreement (CBA). Provides assistance and advice to management team in executing work via the CBA. Regularly interacts with Union representatives and represented employees to build positive rapport and foster a collegial and collaborative working environment. Executes all work in compliance with applicable regulations, laws, standards, codes, directives, required permits, and contracts. Complies with all reporting requirements. Collaborates with local, division and corporate HR staff. Able to build solid business case to influence leadership actions and decisions .
Job Description:
HR Advising / Coaching / Business Partnering
Advise leaders and managers regarding managing employees
Participate in Leadership discussions, working sessions
Facilitate functional or site team sessions
Participate with local leadership and strategic HR business partner to identify hiring needs
Participate with local leadership in the selection and development of local leadership talent through execution of effective succession planning and individual employee development planning for high potential employees in alignment with company's Core Competency model.
Partner with Global HRBP.
Employee Life Cycle
Ensure new employee receive site-specific new hire orientations;
Employee changes: Adjustments / Promotions
Employee Relations / Labor Relations
Assist in conversations with employee / manager
Address employee concerns / issues / investigations in a timely manner
Labor relations, grievances process steps, union avoidance, union activity
Implement HR programs, policies, practices and tools locally, including performance management, Goals and Objectives, Development Planning, Change Management, Corrective Action, Relocation, etc.
Advocate for employees by resolving conflict and seeking win-win solutions, promoting positive and effective associate relations and influencing a focus on human issues in the organization
Talent Management / Staffing
Recruiting efforts including, debriefs, hiring process. Partner with Talent team to determine process and strategy to fill vacancies. Participate in the interviewing and selection process to facilitate selection of best qualified candidates
Employee Development
Training & Development
- Facilitate training on key company processes, including performance management, Goals and Objectives, Salary Planning, etc., to ensure leaders, managers and employees have a solid understanding of them and to drive common practice throughout the company.
- Recognition
Compliance and Policy
Up to date on legal and compliance requirements within state / country / employee population
Local policy upkeep / changes / introductions
HR Skillset Development
Maintain basic business skills, such as PowerPoint, Excel, Workday, SharePoint, Success Factors
Develop strength in the suite of Core HR skills: Staffing, EE Lifecycle Relations, HR Systems, Compliance, EE Development and Performance, Total Compensation and internal equity
Build/maintain external market knowledge
Initiate continuous improvement to HR processes to eliminate waste and raise service levels, including process documentation, workflow optimization, reassessing the value of work tasks
Additional Details:
Decision Making Authority:
Capable of making tactical decisions that tie to strategic initiatives
Able to build solid business case to influence plant leadership team toward strong workforce/workplace solutions.
Able to coach manager/leaders towards positive employee/labor relations
Able to proactively coach, mentor, and develop HR team and site Managers
Automomy in role to make relevant decisions guided by expertise, HR policy and practice, and legal counsel.
Key Metrics Role is Accountable For:
Hiring within Guidelines
Attrition and Retention in alignment with industry benchmarks
Timely Grievance process steps complete. Reduction on Step#3, Step#4 grievances. Reduction on overall # of grievances
Timely completion of employee lifecycle transactions Timely completion of employee lifecycle transactions
Key Relationships:
Client group employees and managers
Site Leaders
Global HR Business Partners
COE contacts for Compensation, Benefits, Talent Acquisitoin and Talent Management
HR Services HRA, Payroll and HRIS contacts
Travel Requirements
Varies depending on client group assignment and business need.
Basic Qualifications:
5+ years or more experience with hands-on labor relations/union activities at a manager level
3-5 years experience in a manufacturing environment
Bachelors degree in Human Resources, Labor Relations or a related discipline.
Proficiency with Microsoft Office Suite.
Knowledge of NY state and federal labor laws especially the NLRA, preferred.
Extensive experience in managing the grievance process and serving as company focal point in grievance activities.
Strong influencing skills
Excellent verbal & written communication skills
Capable of multi-tasking and managing competing priorities
Preferred Qualifications:
Ready to assume larger Sr Manager/Director HR role at Waterford site in 3-5 years.
Preferred Masters in Labor or Industrial Relations
We are an Equal Opportunity, Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to gender, minority status, sexual orientation, gender identity, protected veteran status, status as a qualified individual with a disability or any characteristic protected by law.
In order to be considered for this position candidates are required to submit an application for employment through our career site, be at least 18 years of age, willing to take a drug test and submit to a background investigation as part of the selection process.
Candidates are required to have unrestricted authorization to work in the United States.
If currently an employee of the Company, you must have current satisfactory work performance and in most cases, have been in your current role 18 months.
Disclaimer: We are not accepting unsolicited assistance from search firms/employment agencies for this employment opportunity. Please, no phone calls or emails to any employee about this position. All resumes submitted by search firms/employment agencies to any employee of the Company via email, the Internet or in any other form and/or method without a valid written search firm agreement in place for this position will be deemed the sole property of the Company; no fee will be paid in the event a candidate is hired by the Company as a result of the unsolicited referral or through other means.
We are an Equal Opportunity, Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to gender, minority status, sexual orientation, gender identity, protected veteran status, status as a qualified individual with a disability or any characteristic protected by law.
In order to be considered for this position candidates are required to submit an application for employment through our career site, be at least 18 years of age, willing to take a drug test and submit to a background investigation as part of the selection process.
Candidates are required to have unrestricted authorization to work in the United States.
If currently an employee of the Company, you must have current satisfactory work performance and in most cases, have been in your current role 18 months.
Disclaimer: We are not accepting unsolicited assistance from search firms/employment agencies for this employment opportunity. Please, no phone calls or emails to any employee about this position. All resumes submitted by search firms/employment agencies to any employee of the Company via email, the Internet or in any other form and/or method without a valid written search firm agreement in place for this position will be deemed the sole property of the Company; no fee will be paid in the event a candidate is hired by the Company as a result of the unsolicited referral or through other means.
Labor Relations Manager (Anaheim)
Job Description:
"We make magic." That's our motto at Walt Disney Parks and Resorts. And it permeates everything we do. At Disney, you'll help inspire that magic by enabling our teams to push the limits of entertainment and create the never-before-seen!
Through strategic partnerships and collaboration we enable a culture of change by providing labor expertise for our organization. Our goal is to be the most creative, innovative, engaged Labor Relations Team, demanding excellence in all that we do.
Job Type
Full Time
Segment
Parks, Experiences and Products
Category
Human Resources
Basic Qualifications
Professional / Labor Acumen / Business Strategy
Understanding of all aspects of labor and human resources related laws, regulations, policies , principles, concepts and practices, including but not limited to the NLRB, Title VII, EEO, ADA AND FMLA
Proven experience in negotiations preparation, bargaining, implementation and administration of Collective Bargaining Agreements representing employers in the service/hospitality, entertainment, craft maintenance, security and transportation industry
Confident, progressive and professional interface with representatives of labor/union affiliates; ability to portray a professional demeanor and engage with unions regarding complex issues and unpredictable dynamics
Strong experience in the administration and interpretation of Collective Bargaining Agreements utilizing a demonstrated forward-thinking approach while being challenged by dynamic, evolving and adverse conditions
Proven ability to serve as the Company advocate for all facets of grievance and arbitration management
Possess strong analytical skills and savvy strategic business thinking in a complex, multidimensional, innovative environment
Assertively represent management position and professionally respond to governmental agencies (e.g., EEOC, NLRB, etc.);
Client Support & Partnerships
Proven ability to establish and maintain professional relations with diverse client group(s) and businesses; provide support on all labor relations functions including counsel, education, influence, continuous improvement and trend analysis
Acute ability to identify root-cause issues, present risk factors and provide alternative recommendations to successfully support innovative workplace enhancements and business changes
Strong confident presence to creatively influence clients and endure through complex workplace matters and at times, adversarial conditions
Proven ability to collaborate with other HRDI functional team members through an immersive approach to assess key business drivers, organizational effectiveness and recommend integrated action plans. Provide credible LR expertise to advance HRDI and
Operations business priorities.
Work Environment / Attributes & Skill Proficiencies
Thrives in a constantly evolving workplace of multi-dimensional issues and complex growth initiatives
Committed to being a positive influence and change agent to continually maximize and support a bi-coastal segment, team-driven department that thrives in delivering quality products, innovation, efficiency and effectiveness
Schooled in project management to deliver comprehensive and well-executed outcomes; progressively manage labor concepts and workplace matters to successfully resolve issues, differences and drive change in a thorough, progressive and creative manner
Confident, persuasive and impromptu ability to articulate perspective, influence and showcase effective verbal and written communication skills to peers and leaders
Strong organizational and time management skills to independently and simultaneously manage multiple priorities within in a high volume of work scope
Desire to thrive in a fast-paced, multi-tasking, deadline-driven environment that advocates and positively supports continual business maximization and change
Solid technical business/executive writing skills and experience to include writing bargaining proposals and contract language, preparing executive and post-arbitration briefs and responses to agency charges
Proficient in technology and use of case management systems, SharePoint, Microsoft Outlook and project management systems
Experience in delivering presentations and training, to include storytelling, facilitation and advocacy of labor topics and content
Embrace a powerful and creative culture that drives an acclaimed brand of products and services
Business
Parks, Experiences and Products
Required Education
- Bachelor's Degree or equivalent work experience
Preferred Qualifications
Bilingual
Leadership Experience
Professional employment experience in hospitality/entertainment field with high standards and impeccable service delivery
Postal Code
92802
Preferred Education
- MBA or JD degree
Responsibilities
Provide strategic guidance and consultation to all levels of Company leaders, including executives with regard to policy/practices/collective bargaining agreements and employment law by maintaining active knowledge of Human Resources issues, National Labor Relations Board case law and fostering positive labor/management relations. Work scope includes administering and interpreting multiple collective bargaining agreements; interfacing with state and federal agencies, as necessary; assisting in negotiations planning, bargaining and contract implementation; building strong partnerships with management to enable business changes and working condition impacts that trigger effects bargaining; managing client consultations, grievances and arbitrations via a technology case management system; representing Labor Relations on Human Resources and Operations on project management initiatives; facilitating/leading meetings and client training; making presentations and providing creative solutions to evolving departmental work enhancements and efficiencies. Able to strategically interact with all levels of leadership, independently manage a high-volume work scope, influence recommendations, activate decisions and contribute to a strong-performing team.
Job Description
"We make magic." That's our motto at Walt Disney Parks and Resorts. And it permeates everything we do. At Disney, you'll help inspire that magic by enabling our teams to push the limits of entertainment and create the never-before-seen!
Through strategic partnerships and collaboration we enable a culture of change by providing labor expertise for our organization. Our goal is to be the most creative, innovative, engaged Labor Relations Team, demanding excellence in all that we do.
Basic Qualifications
Professional / Labor Acumen / Business Strategy
Understanding of all aspects of labor and human resources related laws, regulations, policies , principles, concepts and practices, including but not limited to the NLRB, Title VII, EEO, ADA AND FMLA
Proven experience in negotiations preparation, bargaining, implementation and administration of Collective Bargaining Agreements representing employers in the service/hospitality, entertainment, craft maintenance, security and transportation industry
Confident, progressive and professional interface with representatives of labor/union affiliates; ability to portray a professional demeanor and engage with unions regarding complex issues and unpredictable dynamics
Strong experience in the administration and interpretation of Collective Bargaining Agreements utilizing a demonstrated forward-thinking approach while being challenged by dynamic, evolving and adverse conditions
Proven ability to serve as the Company advocate for all facets of grievance and arbitration management
Possess strong analytical skills and savvy strategic business thinking in a complex, multidimensional, innovative environment
Assertively represent management position and professionally respond to governmental agencies (e.g., EEOC, NLRB, etc.);
Client Support & Partnerships
Proven ability to establish and maintain professional relations with diverse client group(s) and businesses; provide support on all labor relations functions including counsel, education, influence, continuous improvement and trend analysis
Acute ability to identify root-cause issues, present risk factors and provide alternative recommendations to successfully support innovative workplace enhancements and business changes
Strong confident presence to creatively influence clients and endure through complex workplace matters and at times, adversarial conditions
Proven ability to collaborate with other HRDI functional team members through an immersive approach to assess key business drivers, organizational effectiveness and recommend integrated action plans. Provide credible LR expertise to advance HRDI and
Operations business priorities.
Work Environment / Attributes & Skill Proficiencies
Thrives in a constantly evolving workplace of multi-dimensional issues and complex growth initiatives
Committed to being a positive influence and change agent to continually maximize and support a bi-coastal segment, team-driven department that thrives in delivering quality products, innovation, efficiency and effectiveness
Schooled in project management to deliver comprehensive and well-executed outcomes; progressively manage labor concepts and workplace matters to successfully resolve issues, differences and drive change in a thorough, progressive and creative manner
Confident, persuasive and impromptu ability to articulate perspective, influence and showcase effective verbal and written communication skills to peers and leaders
Strong organizational and time management skills to independently and simultaneously manage multiple priorities within in a high volume of work scope
Desire to thrive in a fast-paced, multi-tasking, deadline-driven environment that advocates and positively supports continual business maximization and change
Solid technical business/executive writing skills and experience to include writing bargaining proposals and contract language, preparing executive and post-arbitration briefs and responses to agency charges
Proficient in technology and use of case management systems, SharePoint, Microsoft Outlook and project management systems
Experience in delivering presentations and training, to include storytelling, facilitation and advocacy of labor topics and content
Embrace a powerful and creative culture that drives an acclaimed brand of products and services
Required Education
- Bachelor's Degree or equivalent work experience
Preferred Qualifications
Bilingual
Leadership Experience
Professional employment experience in hospitality/entertainment field with high standards and impeccable service delivery
Preferred Education
- MBA or JD degree
Responsibilities
Provide strategic guidance and consultation to all levels of Company leaders, including executives with regard to policy/practices/collective bargaining agreements and employment law by maintaining active knowledge of Human Resources issues, National Labor Relations Board case law and fostering positive labor/management relations. Work scope includes administering and interpreting multiple collective bargaining agreements; interfacing with state and federal agencies, as necessary; assisting in negotiations planning, bargaining and contract implementation; building strong partnerships with management to enable business changes and working condition impacts that trigger effects bargaining; managing client consultations, grievances and arbitrations via a technology case management system; representing Labor Relations on Human Resources and Operations on project management initiatives; facilitating/leading meetings and client training; making presentations and providing creative solutions to evolving departmental work enhancements and efficiencies. Able to strategically interact with all levels of leadership, independently manage a high-volume work scope, influence recommendations, activate decisions and contribute to a strong-performing team.
Labor Relations Manager
Shift : ALL
Security Clearance: No Clearance
General Dynamics NASSCO-Norfolk is the consolidation of two great shipyards that have operated in the Port of Hampton Roads, Virginia for more than 50 years - the former Metro Machine Corporation and the former Earl Industries. Along with our facilities in Bremerton, Washington, our expertise encompasses experience on more than 450 ships, a Master Ship Repair Agreement (MSRA) contract, and the maintenance and repair of aircraft carriers and ships from the Navy's amphibious fleet.
ESSENTIAL FUNCTIONS AND PURPOSE (Job Description)
Manage multiple departments within the Human Resources area including labor relations, employee relations, personnel administration, professional and workforce development, employee retention and employee benefits. Serves as an internal consultant on policies, programs and issues related to the labor relations and management of the hourly compensated workforce. The employee holding this position is exempt and is expected at all times to use discretion and independent judgment to perform the duties of the position.
POSITION DEMANDS (Education/Training)
Typically has an MA/MS degree, plus two (2) years' directly related experience or
BA/BS degree plus five (5) years' directly related experience or
AA/AS degree plus seven (7) years directly related experience or
Ten (10) years' directly related experience as a production manager, team leader, ship/assistant ship manager, or other related mid-level management position.
PHR or SPHR certification Preferred.
POSITION DEMANDS (Required Experience)
Ability to comprehend the workings of a heavy manufacturing environment that is unionized and to develop and apply Company policies and Federal and State laws in a way that respects hourly employees and is supportive of Company goals.
Knowledge of employee relations and ability to resolve employee grievances and other employee issues through conflict resolution skills and techniques.
Requires strong customer service and written and verbal communication skills.
Manages a staff of up to of seven.
Intermediate to advanced knowledge of Microsoft Office products.
Experience participating in union contract negotiations.
Extensive knowledge of Human Resource laws and practices.
PHYSICAL REQUIREMENTS
Carrying
Lifting
X
Walking
Climbing
Pulling
X
Must be able to go on vessels
Crawling
X
Sitting
X
Visual Requirements:
Crouching
X
Standing
X
Hearing
Stooping
Other:
Kneeling
X
Talking
WORKING RELATIONSHIPS
This position reports to the Director of Human Resources and interacts with managers, supervisors, and hourly employees as well as external agencies. This position works closely with Human Resources Generalists, the Human Resources Manager, Staffing and Compensation Manager, and their direct reports.
PRINCIPAL RESPONSIBILITIES
Administration of the collective bargaining aggreement.
Administration of the Company Substance Abuse Program and Attendance Control Program.
Negotiation of Collective Bargaining Agreements (CBA) including preparing for and attending negotiations, drafting contract proposals, meeting with management regarding issues to be addressed in negotiations, ascertaining and presenting management views about contract proposals, consulting with Company attorneys regarding contract language, and keeping Company management apprised of status and outcome of negotiations.
Grievance administration and resolution including interpretation and implementation of CBA grievance provisions, interviewing witnesses, assessing and evaluating merits of grievance, presenting grievance information in management meetings, deciding whether to resolve grievance prior to arbitration, preparing for grievance arbitration, appearing at arbitration, and informing management about the outcome of grievance or arbitration.
Develops, implements and administers the management-labor relations area of the personnel program in an effort to improve labor relations.
Developing and implementing strategy for response to union activities including picketing and elections.
Counseling all employees on workplace issues such as attendance, Company regulations and compatibility with supervisors.
Supervises and provides direction to subordinate staff engaged in developing and establishing employee training and educational assistance program in an effort to upgrade productivity across all levels of the company.
Supervises and provides direction to subordinate staff engaged in processing benefits claims, research, evaluation, and cost benefit analysis of the various benefit programs.
Investigates problems, such as working conditions, disciplinary actions, and employee grievances. According to circumstances, provide recommendations for problem resolution to department heads.
Completing assigned projects as needed involving the research and organization of information used for the development or modification of policies.
Additional responsibilities as assigned.
ACCOUNTABILITY
Accountable to the Director of Human Resources for working with employees on daily basis in compliance with Company's mission, vision, values and principles. Accountable for the quality and timeliness of assistance with grievance administration, Company programs, and workplace issues.
UNIQUE/ADDITIONAL REQUIREMENTS
Regular, reliable attendance onsite is an essential function of this job. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to focus. While performing the duties of the job, the employee is regularly required to sit, use hands and fingers, handle or feel objects or controls, and to talk and hear. The noise level in the work environment is usually moderate.
General Dynamics NASSCO is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status, or any other basis protected by local, state, or federal law.
To learn more about applicant rights under federal law, click here:
EEO is the Law Poster
EEO is the Law Supplement
Pay Transparency
If you have a disability that impacts your ability to complete the job application process and would like to request an accommodation, please contact our Human Resources Department.
For Norfolk, call (757) 543-6801. This contact information is for accommodation requests only, not to inquire about the status of applications.
Nearest Major Market: Hampton Roads
Job Segment: Employee Relations, Labor Relations, Manager, Security Clearance, Human Resources, Management, Research, Government
Labor Relations Director
Overview
About AramarkAramark (NYSE: ARMK) proudly serves Fortune 500 companies, world champion sports teams, state-of-the-art healthcare providers, the world's leading educational institutions, iconic destinations and cultural attractions, and numerous municipalities in 19 countries around the world. Our 270,000 team members deliver experiences that enrich and nourish millions of lives every day through innovative services in food, facilities management and uniforms. We operate our business with social responsibility, focusing on initiatives that support our diverse workforce, advance consumer health and wellness, protect our environment, and strengthen our communities. Aramark is recognized as one of the World's Most Admired Companies by FORTUNE, as well as an employer of choice by the Human Rights Campaign and DiversityInc. Learn more at www.aramark.com or connect with us on Facebook and Twitter.
Description
The LABOR RELATIONS DIRECTOR is responsible for all labor relations matters and related employee relations matters in their designated area. The Labor Relations Director will be the chief spokesperson in labor negotiations and will be primary counsel on labor contract administration. The Labor Relations Director will advise operations managers on a broad range of employment regulations, their impact on workplace incidents, and general methods of positive employee relations, and coordinate the company's labor relations practices within this policy. The incumbent will represent the Employer in arbitration and before the National Labor Relations Board. The Labor Relations Director will respond to union organizing activity, training managers on employee relations matters including CCN (card check neutrality) campaigns and will be responsible for handling union organizing activity.
Responsibilities:
Prepares and negotiates initial and renewal labor agreements in accordance with corporate Mandate. Drafts contract proposals and counterproposals and prepare agreement for final Signature by the parties. Prepares and distributes contract settlement summaries to Management.
Creates presentations to inform senior staff and/or management regarding Labor Relations issues.
Must be able to manage arbitrations and unfair labor charges including drafting, opening and closing Briefs.
Contributes to company-wide standardized practices, processes and forms.
Provides consultation regarding multi-employer benefit funds.
Management training related to Positive Employee Relations (PER) and other timely topics.
Provides consultation with regards to National Labor Relations Board (NLRB), grievances and arbitrations.
Ensures legal compliance by reviewing federal, state, and local regulatory requirements and disseminating, explaining, and consulting regarding requirements.
Manages union contracts as well as union relationships.
Prepares for and assists line management in dealing with potential labor disputes, strikes and other concerted activity, including advising management on appropriate course of action involving satisfactory resolution of disputes, along with other related matters such as security and employee considerations.
Provides insights on trends, patterns and translate into proactive proposals and collaborate with other departments and external vendors to develop and deliver proposed components on-time and within budget.
Performs other duties as assigned or requested.
Must be willing and able to travel more than 50% of the time.
Qualifications
8 to 10 years Labor Relations experience in a multi-contract environment; must have experience as first chair negotiator.
A Bachelor's Degree in a relevant field of study is required.
An Advanced Degree, such as an MBA, JD or Master's in Industrial Relations is preferred.
Demonstrated ability in labor negotiations.
Working knowledge and interpretation of the National Labor Relations Act.
Excellent organizational and interpersonal skills.
Proven ability to select good people and create a productive environment that promotes initiative, innovation, continual learning and development of key personnel for future advancement.
Ability to manage competing priorities between multiple business units.
Demonstrate a thorough knowledge of employment principles, practices and applicable regulations.
Demonstrated leadership, change management, and success in planning, leading and driving change in the organization while meeting or exceeding business objectives.
Demonstrated business savvy to effectively communicate and work with other executives in support of achieving business goals.
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