Human Resources Manager II

Description

• Serves as the primary contact for union and non-union hourly employees and labor advocates regarding contract administration questions, human resources policies, procedures and administration.

• Provides counsel to managers on a wide range of labor relations and employment law issues, including the investigation of serious employee complaints and grievances.
• Document investigations and prepare written summary of findings to senior leadership when requested.
• Assists in the development of proactive approaches to improve labor relations.
• Assists senior management with the resolution of grievances and employment law litigation; contract interpretation, preparation of Company's position statement for EEOC, NLRB, BOLI charges or application of disciplinary action.
• Actively participate with the Director of Labor Relations in all ULP defense and preparation for NLRB hearings including company representation in depositions with attorneys as needed.
• Manage and facilitate meetings with the union on issues and active grievances. Ensuring all documentation, grievance steps, and calendar timeline for the grievances are updated in real time utilizing the Navex program.

1. Assists with contract administration and negotiations as required. This may encompass multiple collective bargaining agreements with multiple different operating companies depending on the assigned area of responsibility. Preparing economic and language analysis and support for bargaining with the union when the CBA is up for negotiation and renewal.
2. Prepare written corrective actions and ensure consistency of corrective action across the applicable bargaining unit. Log corrective action to ensure tracking for metric data to report to senior leaders.
3. Work with production leaders in administering corrective actions, terminations, or changes in classification for all production workers.

• Contributes to, or is responsible for, projects and administrative activities that have an impact beyond a single business unit or entity, including corporate-wide initiatives. This may include basic tasks such as development of employment forms as well as revising or creating complex employment policies or documents.
• Schedule and participate in Labor Management Committee or alternate meetings with union partners and company production management.
• Responsible for ensuring business practices are in accordance with collective bargaining agreement, federal, state and local laws and reflect best operating practices appropriate to the industry.
• Participates in orientation regarding the corporate organization and business philosophies as well as employee benefits, programs and responsibilities.
• Coordinates the maintenance of complete, accurate files and records in support of human resource programs and initiatives.

1. Offers assistance in designing effective training materials and methodologies.
2. Manage CBA Calendar events for changes in pension, pension surcharge, wage increases, Health & Welfare changes, and work with the union and appropriate trusts to update Schedule A's accordingly.
3. Assists in facilitating and presenting employment law training for managers and supervisors.
4. Composes correspondence, reports, and proposals of all types and levels of complexity. Ensures that documents are technically accurate, grammatically correct and appropriate for the intended audience and have an appropriate level of diplomacy in the conveyance of sensitive subjects.
5. Works closely with other functional areas and/or on special projects within human resources such as recruitment, selection and placement, affirmative action plan development, policy design, implementation and administration, compensation administration etc.

• Ability to manage and administer a broad range of policies and tasks including resolving complaints, counseling managers and employees on the interpretation of policies/ procedures.
• Knowledge and experience with collective bargaining as company spokesperson in negotiations.
• Knowledge and experience with the NLRA and with the NLRB, including responding to Unfair Labor Practices, Mandatory subjects of bargaining and union avoidance training for managers.
• Knowledge of the principles and practices of human resources management and supervision in both union and non-union work environments.
• Strong interpersonal skills, communication, management, organizational effectiveness, and ability to present ideas in small and large group setting.
• Knowledge of applicable state and federal employment and labor laws and governmental compliance requirements. Knowledge of affirmative action plan design, development and administration.
• Ability to exercise sound judgment and make decisions in a manner consistent with the essential job functions as well as understanding when it is appropriate to bring in the Director of Labor Relations or Vice President of HR for review and counsel on an issue before taking action.
• Strong ability to influence line-managers and maintain positive working relationships.
• Ability to effectively manage high level conflicts in a constructive and efficient manner.
• Knowledge of applicable state and federal employment and labor laws and governmental compliance requirements.
• Knowledge of and ability to effectively utilize information technology including hardware and software applications such as Microsoft Word, Excel and Outlook to accomplish work objectives required.