Labor Relations Manager

1 week ago

Reston, Virginia, United States RightPro County, Connecticut, United States= Full time
Strategic Labor Relations Advisor (Western Region)

As a key member of the Labor Relations team, the Strategic Labor Relations Advisor plays a pivotal role in fostering positive and productive labor relations across the network. Reporting to the VP, Chief Employment Counsel and Labor Relations Director, this role is responsible for delivering against the systemwide labor relations strategy and managing the labor relations initiatives for the region, and the workforce covered under their 7 collective bargaining agreements.

The Strategic Labor Relations Advisor provides day-to-day, on-the-ground, and strategic-level advice on labor matters to the HR Business Partner team, management, and company leadership in the region. They will serve as a subject matter expert in labor relations for the region and be responsible for ensuring that the needs of the region concerning collective bargaining, contract interpretation and administration, union relationship-building, grievances, organizing responses, employee relations, and related policy work, training and development are met.

Key Responsibilities:
  • Develop and implement positive employee and labor relations initiatives that optimize partnership with the unions, mitigate risks of disruption, and maintain the network's commitment to positive and productive employee and labor relations.
  • Partner with members of the Labor Relations team to ensure consistency in approach and labor relations strategy across the organization.
  • Provide strategic recommendations and plans for the labor relations needs of the region, while also considering systemwide business and operational needs, across multiple bargaining units, contracts, and stakeholders.
  • Serve as primary advisor to company leadership, management, and the HR Business Partner team on all day-to-day labor relations inquiries and issues in the region.
  • Collaborate and develop strong partnerships with the HR Business Partner team in region to provide subject matter expertise on labor matters and partner with them to collectively assess trends, vulnerabilities, and opportunities for development.
  • Support the HR Business Partner team with employee relations matters, including investigatory processes, performance management, corrective actions, terminations, and any potential grievances or settlements.
  • Foster positive, productive, and effective working relationships with union leadership, including local and regional representatives, which includes ongoing dialogue and open communication but also ensures contract compliance, drives proactive resolution of issues and establishes balanced expectations for collective bargaining.
  • Serve as a key member of the collective bargaining team. Lead the development of contract negotiation strategy through a collaborative approach with leaders, the Regional HR AVP, and labor counsel, consistent with the priorities defined by executive leadership. Prepare bargaining proposals, second chairs negotiations, and partners with internal and external labor counsel to develop and execute the negotiation strategy. Prepare and maintains strike contingency plans and engages with strike staffing firms, when necessary.
  • Lead the operationalization of contract terms upon ratification of new or updated contracts and on an ongoing basis, ensuring that all stakeholders are held responsible for the implementation of changed or new terms. Coordinates cross-functional teams to promptly resolve any implementation issues that arise.
  • Lead any mid-contract bargaining efforts, coordination of Memorandums of Agreement, and notification, discussions or bargaining processes regarding new programs or policies that impact the regions unionized workforce in collaboration with the Regional HR AVP and stakeholders, and in consultation with labor counsel. Responsible for communications with the unions regarding any such new programs or policies.
  • Represent management and their initiatives in all meetings with union representatives, including labor management meetings.
  • Create and implement a comprehensive positive employee relations plan across the NY region on an ongoing basis, including execution of annual vulnerability assessments and subsequent action planning and delivery.
  • Develop and lead educational efforts to management and the HR team on management in a union environment, best practices in employee relations, and interpretation and administration of CBA terms, as well as partnering with labor counsel to keep HR and management abreast of new developments in labor law.
  • Oversee the grievance process, serving as the Step 3 hearing officer for grievances against CBAs for the Eastern region. Assist labor counsel in preparation for labor arbitration and mediation as needed at the direction of counsel.
  • Serve as a subject matter expert on CBA interpretation and administration in the region, as well as organizational policies and practices, and consults with HR, company leadership, and internal and/or external labor counsel on complicated bargaining unit and labor force issues.
  • Lead responses to organizing campaigns. Develop proactive strategy and campaign direction in partnership with Regional HR AVP and consultation with internal and/or external labor counsel.
  • Track legislative developments in New York and monitor changes in NLRB case law. Analyze the impact on the system's represented employees in consultation with internal labor counsel.
  • Manage one or more Labor Specialists, and direct their labor relations support work, including data and trend analysis, grievance processing, scheduling of hearings, document management, responses to requests for information (RFIs), delegate tracking, labor management meeting minutes, and scheduling, collective bargaining scheduling and administrative work, and other labor relations support duties.
  • Act as a member of the HR team, ensuring that labor relations strategy aligns with all other HR strategic priorities including talent acquisition, total rewards, and legal.
  • Model and maintain the company's values.
  • Perform other duties as required.

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