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Sr. Manager, Corp. Labor Relations

2 months ago

Madison, United States Vertex Aerospace LLC Full time

Vertex Aerospace LLC

Sr. Manager, Corp. Labor Relations - SRMAN011018

in

Madison ,

Mississippi

This is a job for a Sr. Manager, Corp. Labor Relations position with a company located in Madison, MS. Job Summary: The Sr. Manager of Corporate Labor Relations develops and implements labor relations strategies in alignment with the Director of Corporate HR, and the applicable V2X Leadership Team. The primary interface for division leaders, company legal counsel, company union representatives, regional and national union leadership, and the National Labor Relations Board (NLRB). They also serve as consultants to management and HR Business Partners (HRBPs) at the unionized company operating locations. Principal Responsibilities and Accountabilities:Provide expertise in strategy development, planning, and execution of positive Employee and Labor Relations initiatives.In-depth understanding and the ability to apply technical principles, theories, and concepts of the Labor Relations field.Maintain in-depth knowledge of applicable employment and labor laws, reducing risk and ensuring regulatory compliance.Ability to proactively analyze and interpret complex employee data to provide solutions to employee labor relations matters that have an impact on operations.Provide labor relations subject matter expertise to the HR Business. Partners at all unionized operating locations.Acts as the Corporate liaison between the Union and the Company.Responsible for setting goals around strategic labor relations initiatives, continuous improvement, profitability, and the professional development of others and self.Fosters a diverse, inclusive, and equitable culture.Work closely with Corporate People Operations, divisions, and cross-functional organizations to continuously improve service delivery.May serve as a lead or team member on special project teams.Conduct thorough and compliant labor relations investigations.Pro-Actively identify and implement leadership development training focused on labor relations competencies. Ensures cultural alignment to V2X core values of professionalism, integrity, and respect.Develop the negotiation strategy that includes economic and non-economic impacts of the CBA. Prepare the negotiation strategy package to submit for corporate leadership approval. Advanced ability to utilize the entire suite of HCMS solutions to optimize labor relations service delivery. Maintains a comprehensive library of all CBAs, MOUs/MOAs, negotiation schedules, strategy briefs, grievance & arbitration logs, etc.Acts as the company representative on Step 3 grievances, arbitrations, and NLRB charges. Recommends solutions to management to resolve grievances Maintains the highest ethical standards. May lead the negotiation of Collective Bargaining Agreements in accordance with the corporate labor relations strategy. Will require advanced experience in the Microsoft Office Suite of Solutions, primarily Excel, PowerPoint, and Word. Demonstrates effective verbal and written communication skills.Ability to use project management skills to effectively complete all assigned strategic and tactical deliverables. Ability to proactively respond and engage in all labor relations matters. Ability to moderate, mediate, and mitigate conflict situations in a professional manner. Ability to negotiate contracts and differences to mutually agreeable terms and conditions. Ability to use project management skills to effectively complete all assigned strategic and tactical deliverables. Identify and develop meaningful labor relations metrics that set benchmarks for service delivery. Professional Requirements, Qualifications & Desired Competencies: Bachelor's degree in Human Resources or Business Management and at least 8+ years of experience with 5 years managing labor relations and staff. OR Associate's degree in Human Resources or Business Management and at least 12+ years of experience with 5 years managing labor relations and staff. OR High School Diploma and 16+ years of experience with 5 years managing labor relat ons and staff.Negotiation experience required.Experience managing 15+ CBAs.At least two (2) years of government contracting experience is required. (Preferably in the Aviation/Aerospace industry).At least two (2) years of HCMS or Labor Relations solutions experience required.HR experience preferred.Thorough understanding of all applicable federal, state, and local government agency employment laws and regulations (i.e. DoL, EEOC, the White House, DCAA, DCMA, NLRB, OSHA, etc.). At least two (2) years' in-depth experience identifying, investigating, and resolving complex labor relations matters as a primary responsibility of the position. The ability to develop solutions based on root-cause analysis.Must be able to meet pre-employment contingencies, which include a background investigation, substance abuse screening, and vaccination requirements, as applicable. Must be able to obtain and maintain a DoD security clearance, as applicable. This position requires the ability to work discretionary hours outside of the scheduled workweek to meet position requirements. The essential physical requirements of the position will be reviewed with the applicant during the interview.At least 20% of travel will be required. Must adhere to Company policies, procedures, and management instructions. The position requires the incumbent to strictly maintain the confidentiality of sensitive information and company-proprietary data Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) Equal Opportunity Employer -- minorities/females/veterans/individuals with disabilities/sexual orientation/gender identity.

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