LOCAL CANDIDATES ONLY...NO RELOCATION AVAILABLE
The Director of Labor and Compliance is responsible for coordinating and directing all labor and compliance programs and functions. The primary responsibility is managing all labor and union activities to include collective bargaining agreements, grievances, union field board meetings, arbitration and disputes that arises. These functions include responsibility for developing, interpreting and recommending program goals and objectives, policies and procedures, and courses of action. The incumbent is responsible for managing the union labor activities according to established guidelines and sound administrative practices and in accordance with the organization's mission, values and goals.
Formulates and recommends program goals and objectives in all areas of labor relations.
Develops, implements and administers (through a variety of techniques such as quarterly meetings) the management-labor relations area of the personnel program in an effort to improve labor relations.
Ensures company is in compliance with the collective bargaining agreement.
Investigates problems such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolution to departmental officials and individuals.
Prepares and presents required and special reports.
Develops and presents the operating budget for the employee relations department and, upon final budget approval, ensures that all functions operate within appropriated amounts.
Evaluates, or reviews performance evaluations of, all employees.
Effectively recommends hiring, promotion, termination, disciplinary and commendatory actions of all assigned personnel.
Knowledge of labor law, industry practices and social policies to help parties reach agreement over labor relations issues.
Works or prompt resolutions of disputes to minimize loss of employee wages, interruption of normal business operations, and to achieve a settlement that minimizes ill feelings and mistrust between labor and management
Bachelor's degree in human resource management, business or public administration, or closely related field or equivalent combination of training and experience. Master’s degree preferred.
Fifteen years' experience in human resource management, 10 years of which must have been in a responsible labor relations position, and three years of which must have been in a supervisory position.
Unionized environment: 6 years (Required)
Labor/Compliance: 10 years (Required)
Human Resources: 10 years (Required)
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.