Senior Director Labor Relations

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Senior Director Labor Relations
The candidate will provide dedicated and reactive labor relations expertise to operations consistent with the company’s overall labor relations and human resources strategy. Will work with the Vice President of Labor Relations and establish relationships across the organization as well as with national labor leaders. Will focus on mitigating the potential impact of labor issues, while cultivating dedicated employee relations efforts to create alignment and consistency while driving accountability within the function. Ensure that labor relations plans are implemented, as agreed with local management, to mitigate the impact of any issues on continued operations. Create and implement systems to 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 support 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 employee relations issues and creating action plans for reducing that risk. Create Labor Relations programs, tools and resources, incorporating best practices from field 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 senior management in order to facilitate effective dialogue to address and resolve issues and proactively implement effective workplace practices. Build relationships with key labor organizations in the Americas, including relationships with various national labor union organizations and their key representatives to create a positive platform to address issues as they arise and build future relationship equity. Collaborate with management by providing input and perspective in areas beyond labor relations, such as Employee Engagement and Employee Relations, Employee Communications, HR Policy and Compliance activities and Code of Conduct communications, to ensure that labor implications have been considered and addressed. Identify standard methodologies and emerging issues in the areas of labor relations and employee engagement. Incorporate best practices into current strategy and practices, as appropriate. Should have 10+ years of progressive experience in either leading labor function or in labor leadership role. Must have experience with developing and implementing proactive positive employee relations strategies. Should have experience developing and guiding leadership through organizing campaigns. Must have experience as the chief negotiator in contract renewal negotiations and a track record of success in establishing credibility with major unions. Supervisory and leadership experience required. Must have demonstrated expertise in developing and implementing both dedicated and reactive labor relations strategy and plans in close collaboration with operations leadership. Should have knowledge of major labor laws such as National Labor Relations Act, Taft-Hartley, etc. Must have knowledge and experience in the collective bargaining process, organization process, contract negotiations, grievance handling, and labor and management relationships. Should have knowledge of regulatory laws that affect employment, including understanding of ADA, FMLA, and Title VII/Civil Rights Act. Must have knowledge of procedures used to investigate and resolve employee grievances. Should have knowledge of the broad range of relationships that could impact the employee/employer relationship. This includes knowledge of federal and state laws, company policies, practices and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to employee and labor relations complaints. BS Degree required in Management, Human Resources or related field. Law Degree preferred.

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