Director of Labor Relations

3 weeks ago

McLean, United States Serrano Search LLC Full time

ABOUT US: Serrano Search, LLC is a unique executive search firm dedicated to labor relations related recruitment. We accept search assignments nationally for positions that typically fall into two categories: We help clients hire the best talent in the country when they currently have collective bargaining agreements, and we assist when clients are focused on remaining union free.

POSITION SUMMARY & KEY RESPONSIBILITIES

Our client is a growing Federal services company focused on delivering mission-critical program support and solutions that exceed customer expectations. This position will work across the organization in support of labor relations with a focus on: Creation of training delivery for management level employees, ensure that employees understand the benefits we provide, government contracting constraints we current navigate when it comes to certain wages and benefits, providing an avenue for employees to direct questions, concerns and comments on working conditions to help ensure a strong, stable and reliable workforce as well as management engagement that is responsive to employees concerns. As the leader of a wider labor relations set of stakeholders, the Project Director, Labor Relations will be asked to report on any trends and factual details involving focus areas while providing an avenue for employees to direct questions and concerns for purposes of informing stakeholders in its efforts to better engage with the workforce on the areas critical topics. The position will collaborate across our lines of business and segments and maintain relationships with management at locations.

As a part of the team, it is paramount this individual has a deep understanding of labor relations training, approaches, and an urgency when a situation needs attention.

  • Proactively identify and address labor relations issues. Facilitate communication and collaboration in a currently non-union environment between labor and management to resolve disputes, grievances, and conflicts in a fair and timely manner.
  • Develop, implement, and interpret labor-related policies, procedures, and practices in accordance with applicable laws, regulations, and collective bargaining agreements.
  • Responsible for the creating a training delivery playbook that can easily be deployed
  • Create digestible scripting management can use when interacting with employees that both newly promoted managers or tenured managers can utilize
  • Build checklists new site locations can rely on as part the startup protocols
  • Serve as an advisor when an immediate labor situation arises needing urgent attention
  • Contribute to community and government relations messaging with a focus on a pro-employee approach with community leaders
  • Maintain and develop relationships with site management teams to ensure open lines of communication are continuous
  • Implement strategies that track management comfort with labor relations techniques and topic areas to determine deficiencies
  • Create and maintain reporting mechanisms that can be tracked with the intent to conduct senior level leadership presentations
  • Other duties as assigned
    CRITICAL SUCCESS FACTORS

    First 30-60 days
  • Diagnose organizational gaps and make recommendations on key milestones in addition to any listed below.
  • Meet management teams in locations where immediate attention is needed
  • Visit site locations to better understand management's competency in labor relations topic
  • Develop key scripting and training to be deployed
  • Cultivate lines of communication with existing management teams
  • Prioritize training at key sites with 100% completion of training in those locations
  • Identify key management staff members who are both trusted in the location and could have a broader labor relations role locally
  • Discuss what reporting metrics should be collected
  • Begin reporting to senior level leadership, on a monthly or quarterly basis
  • Identify any other key investments needed in the long-term
  • Discuss what reporting metrics should be collected
    PROFESSIONAL EXPERIENCE/QUALIFICATIONS
  • Minimum of 10 years of progressively responsible experience in labor relations, including significant experience in managing union corporate campaigns and some negotiations.
  • Strong knowledge of labor laws, regulations, and practices, including the National Labor Relations Act (NLRA) and relevant state and local laws.
  • Excellent negotiation, communication, and interpersonal skills.
  • In the event recognizes and bargains with a labor union, a demonstrated ability to build and maintain positive relationships with union representatives, management, and employees.
  • Analytical and problem-solving abilities with a strategic mindset. Experience in data analysis, research, and developing effective labor relations strategies.
  • Demonstrated leadership and decision-making skills. Ability to work independently, prioritize tasks, and manage multiple projects in a fast-paced environment.
  • Proficiency in Microsoft Office Suite and HRIS software. Experience with labor relations software and tools is a plus.
  • Ability to present to Board of Directors
  • Proven ability to collaborate across matrixed organizations
  • Familiar with organizational change management and how to introduce a change in direction and strategy Must be able to travel up to 33% of their time
    EDUCATION
  • Bachelor's degree in Human Resources, Industrial Relations, Business Administration, or related field.
  • Master's degree or Juris Doctor (J.D.) preferred.

RELOCATION IS AVAILABLE- POSITION IS ONSITE SO OK TO LIVE IN GREATER DC AREA

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