HOW TO APPLY

Applicants, if you’re a leader with eight years of HR experience in a unionized environment, please submit your cover letter & resume here:

REQUIREMENTS

• Bachelor’s degree in Human Resources, Business, or related field or equivalent combination of experience, professional education, and certification
• Eight (8) years of Human Resources experience in a unionized environment, or equivalent combination of education, training, and experience; experience should include HR disciplines such as talent acquisition and development, compensation and benefits, employee and labor relations, and performance management
• Two (2) years of people leadership experience though direct supervision or sustained influence
• Strategic experience in a unionized environment, including collective bargaining negotiation and grievance resolution
• Working knowledge and experience applying federal, state, and local employment laws
• Prior work experience in a nonprofit organization preferred
• Experience with the Microsoft Office Suite and Human Resource Information Systems
• HRCI or SHRM certification
• Patient, thoughtful, and clear verbal and written communication skills, with the ability to influence others and use discretion as necessary
• Ability to use interpersonal skills to quickly establish relationships, demonstrate credibility, and coach employees and leaders at all levels
• Ability to collaborate and balance a variety of stakeholders’ needs
• Excellent organizational skills, time management, and attention to detail
• Strong strategic, critical thinking, and problem-solving skills
• Ability to apply appropriate judgement to employment matters, taking into account legal considerations and company policy and culture

• Partner with executive leadership to make decisions about people strategies and shape the approach
• Lead the HR team in providing HR services and partnership to leaders and business teams in line with company values, while developing HR team members’ individual capabilities
• Establish a talent acquisition and retention plan that aligns with business needs and attracts and retains diverse staff; actively manage recruitment and hiring processes
• Administer compensation and benefits programs and perform regular reviews of programs to remain competitive in the labor market
• Oversee and participate in evaluation of accommodations requests and leave of absence management
• Oversee new hire and separation processes; ensure practices are administered with care and empathy
• Develop and administer programs to enhance performance, including performance management and evaluation
• Assess needs, source or develop, and implement staff orientation and training
• Create plans for supervisor and leadership development; lead supervisor/managers meetings and trainings
• Lead the organization’s labor negotiations and dispute resolutions processes, maintain positive relationships with union representatives and be the lead contact with the Union for the Employer, and provide education internally on the collective bargaining agreement and labor relations topics
• Oversee the end-to-end payroll processing for all employees, ensuring accuracy and timeliness
• Coach and advise leaders on management issues involving selection, compensation, performance, and other employment-related matters
• Provide counsel, advice, and support in resolving employee relations issues, disputes and other sensitive matters in an equitable and lawful manner; conduct workforce investigations as necessary
• Develop company policies and employment-related documents; maintain employee handbooks and other employee communications
• Provide guidance and support for organizational workforce planning, succession planning, structure, and organizational change
• Monitor employee “pulse” through metrics and other formal and informal means and make recommendations for continuous improvements to enhance employee engagement and retention
• Ensure compliance with federal, state and local laws and regulations to minimize risk to the organization, including maintenance of personnel files and required recordkeeping
• Oversee administration of incident reporting, workers’ compensation, and unemployment claims
• Maintain and enhance performance of HR information syste