Job Profile. Labor Relations Director
The candidate identifies and resolves labor relations problems that might adversely affect company. Prepares and negotiates initial and renewal labor agreements in accordance with LOB’s mandate. Drafts contract proposals and counterproposals and prepare agreement for final signature by the parties. Prepares and distributes contract settlement summaries to line management. Responsible for the ongoing administration and negotiations of a portfolio of 35 to 40 Collective Bargaining Agreements. Advises line management in the administration of their labor contracts and grievance adjustments. Investigates, attempts to resolve and/or settle grievances prior to labor arbitration. Prepares for and assists line management in dealing with potential labor disputes, strikes and other concerted activity, including advising line management on appropriate course of action involving satisfactory resolution of disputes, along with other related matters such as security, client and employee considerations. Consults with Public Relations to ensure they are aware of the potential labor dispute. Reviews all requests for union recognition and forwards such request to the Senior Labor Relations Director for review prior to granting recognition or commitment to recognize. Formulates and makes recommendations on company pre-election campaign strategy to line management and Human Resources Director. Responsible for the preparation of and participation in labor arbitration hearings and federal and state labor board proceedings. Responsible for keeping LOB Human Resources Director and Senior Labor Relations Director apprised of specific events. Responsible for assisting line management and human resources in the disposition of unfair labor practice charges filed before federal and state labor boards. Responsible for investigating, conciliating, negotiating, resolving and or settling unfair labor practice charges. Reviews and comments to line management on the labor relations implications resulting from changes in company organization and bidding on or soliciting new business involving contract services. Represents line management in dealing and working with labor union officials, federal and state labor board representatives, federal and state labor mediators, outside labor counsel and consultants and Multi-Employer Associations. Analyzes economic and labor relations trends. Makes recommendations for changes in policies and procedures. Interfaces pro-actively with Senior Corporate Management and Senior Union Officials to anticipate potential labor relations problems. Interfaces with all levels of corporate and component management and union officials on routine or urgent matters. Develops, recommends, implements, coordinates and evaluates sound personnel policies and programs for hourly employees who are not covered by a collective bargaining agreement where union activity may be suspected or after a company victory in labor board conducted election. Such programs include: Employment, orientation and personnel record keeping systems; benefit packages; wage schedules and paid policies; communications and recognition programs, as well as handbooks, forms and procedures to aid in the implementation of these systems. Conducts and or participates in formal and informal meetings and in-house seminars to advise or instruct management on new developments in Labor Relations and preventive labor relations.