This director level position is primarily responsible for overseeing Union relations activities and initiatives and overseeing the negotiation, implementation, and administration of collective bargaining and labor agreements. This position oversees the development and implementation of the Regions and National Labor Relations strategy and oversees case handling and resolution of grievances. Essential Responsibilities:Demonstrates continuous learning and maintains a highly skilled and engaged wor... more details
Description:
Job Summary:
This director level position is primarily responsible for overseeing Union relations activities and initiatives and overseeing the negotiation, implementation, and administration of collective bargaining and labor agreements.
This position oversees the development and implementation of the Regions and National Labor Relations strategy and oversees case handling and resolution of grievances.
Essential Responsibilities:
Demonstrates continuous learning and maintains a highly skilled and engaged workforce by aligning resource plans with business objectives; overseeing the recruitment, selection, and development of talent; motivating teams; preparing individuals for growth opportunities and advancement; staying current with industry trends, benchmarks, and best practices; providing guidance when difficult decisions need to be made; and ensuring performance management guidelines and expectations drive business needs.
Oversees the operation of multiple units and/or departments by identifying customer and operational needs; analyzing resources, costs, and forecasts and incorporating them into business plans; gaining cross-functional support for business plans and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; and ensuring products and/or services meet customer requirements and expectations while aligning with organizational strategies.
Oversees Union relations activities and initiatives by collaborating with senior Union officials, ensuring Union is kept informed of organizational changes and initiatives; reviewing reports and information for sharing Union relations strategies; establishing overall strategy for addressing unions and joint interests, ensuring alignment with overall business objectives; consulting with committees; developing and maintaining positive relationships with senior union leadership; overseeing teams leadership role in joint L/M endeavors; and overseeing impact bargaining resulting from the effect of business decisions on terms and conditions of employment or negotiated provisions.
Oversees the negotiation, implementation, and administration of collective bargaining and labor agreements by partnering with HR and business unit leadership to understand goals and objectives; ensuring compliance with the collective bargaining agreement; reviewing contractual language, wage schedules, and costing reports; ensuring HR Consultants and management teams are trained in contractual obligations; reviewing negotiation data; approving overall bargaining strategy; conducting complex negotiations as chief spokesperson for designated groups; and overseeing the management of labor job actions (i.e., work stoppages, picketing, leafleting).
Oversees the development and implementation of the Regions and National Labor Relations strategy by ensuring federal and state laws are accounted for; ensuring alignment of Regional and National strategies; providing LR consultation regarding Human Resources/business unit implications and long-term implications of business decisions; collaborating with executive HR and business leadership to ensure understanding of strategy and ensure alignment with overall business objectives; overseeing education of management and employees regarding strategy; and providing on-going consultation on decision-making forums (i.e., LMP Oversight Committee, Negotiation Teams).
Oversees case handing and resolution of grievances by outlining approach to dispute and issue resolution; partnering with legal counsel, HR, and senior business leaders to continuously improve processes and mitigate risk; partnering with senior stakeholders on grievances, investigations, and disputes; evaluating issues for contractual violations; and overseeing the implementation of remedies to grieving parties.
Minimum Qualifications:
Minimum four (4) years experience in impact bargaining or as a chief negotiator of labor agreements.
Minimum two (2) years supervisory experience.
Bachelors degree in Human Resources, Business, Social/Behavioral Science, Education, Public Administration, Liberal Arts, Law, or related field and Minimum eight (8) years experience in human resources, business operations, consulting, legal, or a related field, including at least 5 years labor relations experience in a unionized environment. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Advanced degrees in the areas listed above may be substituted for years of experience.
Additional Requirements:
N/A
Preferred Qualifications:
Five (5) years experience administering labor grievance and arbitration procedures, including dispute resolution.
Five (5) years of experience writing labor agreements, contracts, or letters of understanding.
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