Labor Relations Manager

  Job Title: Labor Relations ManagerReports To: Director, Human Resources Location: St Cloud, MNSalary: $65-95k Experience with IAMSUMMARY  Manages the labor relations processes of the organization in compliance with regulatory requirements and the Collective Bargaining Agreement.  Plans, directs, and coordinates the labor relations activities, including analyzing and interpreting the Collective Bargaining Agreement and advising management and union officials in development, application, and interpretation of labor relations policies and practices.  ESSENTIAL DUTIES AND RESPONSIBALITIES   Analyzes Collective Bargaining Agreement and develops interpretation of intent, spirit, and terms of contract to counsel management in development and application of labor relations policies and practices. With the Director, Human Resources, represents management in labor contract negotiations to reconcile opposing claims and recommend concessions, or proposes adoption of new procedures.  Performs detailed analysis of issues prior to negotiations.  Monitors implementation of policies concerning wages, hours, and working conditions to ensure compliance to labor contract terms. Serves as resource to labor contract negotiators by providing information on provisions of current contract and significance of proposed changes. completes statistical reports on cases, findings, and resolved issues. Advises management and union officials on development, applications, and interpretation of company labor relations policies and practices.  Acts as the Director, Human Resources designated representative on the processing of grievances and at grievance meetings.  Represents management and meets with shop stewards and supervisors to investigate and resolve grievances.  Arranges and schedules meetings between parties in labor dispute to investigate and resolve grievances.  Works with company-appointed attorneys in comprehensive preparation for arbitration hearings. Prepares statistical reports of types and frequency of actions taken concerning grievances, arbitration, mediation, and related labor relations activities, to identify problem areas.  Maintains the grievance log and compiles information on disagreements and determines points of issue, according to knowledge of labor, business, and government responsibilities under law.  Compiles and completes statistical reports on cases, findings, and resolved issues.  Supervises the day-to-day administration of the Collective Bargaining Agreement with the Production and Maintenance unit.  Verifies adherence to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours, and working conditions. Conducts investigations into employee issues outside grievance process, including hot-line calls, harassment complaints, EEOC complaints, and other as assigned.  Prepares documentation and writes comprehensive reports as required. Assists in production employee’s attendance point system, recruiting, orientations, training, and maintaining records for governmental reporting according with federal, state, corporate, and company regulations, policies, and procedures.  Assists in the transfer, promotion, lay off, recall, and termination of all factory personnel.  Administers all unemployment claims by factory employees; represents the company at unemployment hearings.  Assists in developing new policies, procedures and practices..   Must have and maintain current knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process as related to labor unions.  Able to identify down-stream consequences and determine the long-term outcomes of a change in operations Must have knowledge of principles and processes involved in business and organizational planning, coordination, and execution. This includes strategic planning, resource allocation, manpower modeling, leadership techniques, and production methods. Other duties as may be assigned.Additional Information:

• Must actively investigate grievances--not rely on what the manufacturing supervisors tell him and documentation from themselves and team members.
• Lead and take notes for the grievance/union meetings.  Ensure the meetings are interactive, not just listen to the Union and give short, abrupt answers. 
• Participate in preparation for arbitrations and as a witness if needed.
• Actively investigate discrimination and harassment claims.  Take the lead, investigate, review information with appropriate parties, and drive resolution.
• Train/coach manufacturing supervisors on handling employee relations issues.
• Have a strong presence in the plant--not cube bound in the office.
• Lead and work providing examples on how others should work and model the Company’s philosophy.
• Train/coach manufacturing supervisors on the CBA language.
• Understand how the CBA and Company policies may affect the highly diverse work force.  Identify possible employee relations issues and proactively look for ways to offset /prevent issues.
• Learn about religious beliefs of the various ethic groups in St. Cloud, identify possible business-related issues, and suggest solutions.
• Actively investigate EEOC, MNDHR, and other legal claims.  Write company position statements for review with the HRD and Legal.
• Participate in various company initiatives such as Cost Out, EMS, STOP, and other safety projects. 
• Coach manufacturing supervisors on disciplinary actions and participate depending upon the level of the discipline.
• Work with the discipline in the attendance program--both with manufacturing supervision and the Union.
• Assist with training programs for manufacturing supervision.

SUPERVISING RESPONSIBILITIES Supervises work activities of employees involved in labor relations functions of organization, such as the Shop Chair and Safety Chair positions addressing issues, resolving complaints, and providing work assignments.QUALIFACTIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.EDUCATION AND/OR EXPERIENCE    

• Bachelors degree in Human Resources or related area.
• Five or more years’ related experience and/or training; or equivalent combination of education and experience. 
• Experience in a larger unionized environment required.
• Must have strong interpersonal and administrative skills & be a self starter.
• Must have strong analytical skills
• Strong negotiation skills. Must be capable of bringing others together and trying to reconcile differences.
• Good active listening skills. Listening to what other people are saying and asking questions as appropriate.
• Must have strong verbal communication skills, with the ability to talk to others to effectively convey information. 
• Must have the ability of critical thinking. Using logic and analysis to identify the strengths and weaknesses of different approaches.
• Experience and knowledge of Human Resources systems; Internet software; Microsoft Office – Excel, Word, timekeeping systems, specifically KRONOS, personnel information systems.

   Requirementsx
Country: USA, State: Minnesota, City: Saint Cloud, Company: MRINetwork.