The Human Resource and Labor Relations Specialist will assist with labor relations and human resources matters, gathering, collecting, and maintaining documents and records required for Collective Bargaining Agreement and policy development, investigations, and negotiations.
Job Summary
Main Tasks / Responsibilities
Essential responsibilities include but are not limited to:
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Handles labor relations inquiries related to the Collective Bargaining Agreement (CBA); refers complex matters to appropriate management staff.
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Serves as the initial contact and liaison for intake and assessment of employee complaints.
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Conducts initial interviews and gathers information for employee relations matters such as harassment allegations, work complaints, or other concerns; informs appropriate HR staff when additional investigation is required.
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Assists with recordkeeping related to hiring, termination, leave, transfer, and promotion particularly as related to the CBA.
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Ensures timely responses to all matters within the CBA including grievances, reporting, discipline, etc.
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Collects information and data to assess cost and policy implications of negotiations and disputes. This may include management and union proposals, pay scales and wages, benefits, working conditions, and other mitigating circumstances.
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Conducts surveys, interviews, and other research related to human resource policies, compensation, and other labor negotiations; collects information and reports results Human Resources Director.
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Maintains knowledge and understanding of laws and regulations related to EEO, affirmative action, collective bargaining, unions, labor relations, and human resources.
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Assists with preparation of plans, policies, documents, and reports including EEO-1, affirmative action plans, organizational charts, labor agreements, and employee handbooks.
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Assists with preparation of documents and records required for contract negotiations, meetings, and negotiations with employee and labor organizations.
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Reports monthly metrics regarding grievances, discipline and other indicators regarding labor relations to appropriate stakeholders.
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Performs other duties as assigned.
- Full time salaried exempt position, working 40-45 hours per week. Travel up to 20%.
Integrity & Trust - Is widely trusted n Is seen as a direct, truthful individual. Can present the unvarnished truth in an appropriate and helpful manner. Keeps confidences. Admits mistakes. Doesn’t misrepresent him/herself for personal gain.
Perspective - Looks toward the broadest possible view of an issue/challenge. Has broad-ranging personal and business interests and pursuits. Can easily pose future scenarios. Can think globally. Can discuss multiple aspects and impacts of issues and project them into the future.
Customer Focus - Is dedicated to meeting the expectations and requirements of internal and external customers. Gets first-hand customer information and uses it for improvements in products and services. Acts with customers in mind. Establishes and maintains effective relationships with customers and gains their trust and respect.
Decision Quality - Makes decisions in a timely manner, sometimes with incomplete information and under tight deadlines and pressure. Able to make a quick decision.
Self-Awareness - Knows personal strengths, weaknesses, opportunities, and limits. Seeks feedback. Gains insights from mistakes. Is open to criticism. Isn’t defensive. Is receptive to talking about shortcomings. Looks forward to balanced (+’s and –’s) performance reviews and career discussions.
Team Player - Can quickly find common ground and solve problems for the good of all. Can represent his/her own interests and yet be fair to other groups. Can solve problems with peers with a minimum of noise. Is seen as a team player and is cooperative. Easily gains trust and support of peers. Encourages collaboration. Can be candid with peers.
Promotes Diversity - Manages all kinds and classes of people equitably. Deals effectively with all races, nationalities, cultures, disabilities, ages and both sexes. Hires variety and diversity without regard to class. Supports equal and fair treatment and opportunity for all.
Interpersonal Savvy - Relates well to all kinds of people—up, down, and sideways, inside and outside the organization. Builds appropriate rapport. Builds constructive and effective relationships. Uses diplomacy and tact. Can defuse even high-tension situations comfortably.
Managerial Courage - Doesn’t hold back anything that needs to be said. Provides current, direct, complete, and actionable positive and corrective feedback to others. Let's people know where they stand. Faces up to people problems on any person or situation (not including direct reports) quickly and directly.
Education and Experience:
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Bachelor’s degree in Human Resources, Labor Relations, Business, Accounting, or related field required.
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At least three years of professional human resource administration required with experience in employee relations preferred.
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SHRM-CP or SHRM-SCP preferred.