EMPLOYEE AND LABOR RELATIONS MANAGER - PEOPLE AND CULTURE at Playlv Gaming Operations LLC

Las Vegas, Nevada, United States -

Full Time

Start Date

Immediate

Expiry Date

12 May, 26

Salary

0.0

Posted On

11 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, Labor Relations, Grievance Procedures, Arbitration, Contract Negotiations, Workplace Investigations, Policy Administration, Compliance, Discipline Management, Unemployment Compensation, Leaves of Absence, Training Coordination, Team Leadership, Conflict Resolution, Data Research, Union Negotiation

Industry

Entertainment Providers

Description

Description POSITION SUMMARY: The Employee and Labor Relations Manager is responsible for leading the execution of employee/labor relations processes and practices, providing regular advice, consultation, and guidance to managers and employees, delivering and ensuring appropriate responses to any related employment issues that arise. This role serves as the liaison to the departments and will be integral in recommending employee relations-related solutions to improve people and operations performance. POSITION RESPONSIBILITIES/DUTIES: This section explains the job and associated tasks, etc. Establishes and maintains satisfactory labor-management relations, interprets the collective bargaining agreements, administers grievance procedures, including arbitrations, and assists all levels of management on labor matters. The Labor Relations Manager's responsibilities include developing a corporate labor relations strategy, providing strategic guidance on labor relations issues, performing duties relating to contract negotiations, contract administration, and arbitration, and employee relations concerns. The Labor Relations Manager is responsible for researching federal and state laws, economic data, and wage data common for careers, industries, and states. Serve as a resource to managers and subordinate staff members on labor relations best practices to help ensure fair treatment of employees within the context of applicable labor contract provisions, work rules, and established policies and procedures. Oversee the employee relations function, including the employee complaint process, workplace investigations, interactive processes, and Human Resources policies, including the HR Policy Manual. Partners with business leaders within their client lines of business to drive employee satisfaction, pro-active labor relations, retention of high-performing employees, and compliance with all local, state, and federal laws. Investigates and evaluates cases of employee dissatisfaction or discipline. Interviews employees and determines the problem or perceived problem. Visits affected departments, contacts supervisors, reviews relevant policies, and objectively documents all facts and opinions relevant to the case. Reports findings to management and consults with management on the appropriate course of action. Provides guidance and counsel to management on all employee-related problems, which could result in oral or written discipline; recommends the appropriate course of action. When requested, assists with the written disciplinary documentation to ensure consistency in policy application. Conducts investigations relative to discipline, complaints, or alleged violations of policy, federal, state, or local statutes. Provides guidance and counsel to line-level employees and management relative to company policies and employee-related concerns. Schedules and coordinates meetings with management and employees when a problem occurs to effectively resolve disputes that may arise from interpretations or actions involving human resources, company policy, or contractual language. Coaches and trains operational departments on various aspects of the business from a Human Resources perspective. Administers the unemployment compensation process with third party administrator to minimize compensation liability. Obtains and provides necessary supporting documentation and feedback to third party unemployment administrator. Assists in the administration of benefits, leaves of absence (LOA), including FMLA/General Medical Leave, Personal, Bereavement, Jury/Witness Duty, and Military Leave in conjunction with company policy, federal, state, or local statutes. Assists in the document review, approval, and audit process to ensure accuracy and compliance involving employee files. Interacts with departments on a regular basis. Promotes direct communication, open door environment, and positive relationship building between employees and managers. Assists with the development, coordination, implementation, and analysis of a comprehensive reward & recognition program and events for the property to include celebrations, appreciation events, holiday-related activities, philanthropy campaigns, benefits education, birthday cards & calendar, etc. Partners with the Marketing team on the coordination, implementation, and analysis of communication efforts, including pre-shifts, quarterly newsletter, brochures, flyers, email blasts, and poster series. Manages Labor Relations training initiatives by assisting with logistics, including scheduling, training room set-up & tear-down, training rosters, and coordination with departments. Ensure successful compliance & safety training initiatives by building solid relationships throughout the property and assisting with scheduling, implementation, tracking, and follow-up. Oversees, coaches, and manages the Labor Relations team. Other job-related duties as requested. This job description in no way states or implies that these are the only duties to be performed by the employee in this position. It is not intended to give all details or a step-by-step account of the way each procedure or task is performed. The incumbent is expected to perform other duties necessary for the effective operation of the department. Requirements EDUCATION and/or EXPERIENCE: List the minimum education required and preferred qualifications for the job classification. Required: Measurable requirements will be used as pre-screening questions Bachelor’s Degree or equivalent work experience required; Master’s (achieved, in process, or willing to obtain) strongly preferred; JD preferred. Three to five years in a prior HR management position with increasing responsibility. Minimum of eight years of related HR experience. Must be well-versed/experienced in all aspects of HR administration. Significant hands-on experience and knowledge with labor laws/contracting in a multi-union environment (Culinary, Teamsters, and Engineering Unions) across multiple business units. Exceptional ability to tactfully negotiate with union leaders to achieve respect and goals. High School Diploma or equivalent Preferred: Master’s Degree in HR, business, or related field SHRM CP or SCP Certification (achieved, in process, or willing to obtain) Previous experience working in a similar resort setting. CERTIFICATES, LICENSES, REGISTRATIONS: Gaming License SUPERVISORY RESPONSIBILITIES: List all direct report titles and the number of incumbents in each title. Labor Relations Business Partner KNOWLEDGE/SKILLS/ABILITIES: Ability to maintain professionalism in the handling of sensitive and confidential information Excellent knowledge of HR practices & principles related to employee relations, training, employment, communications & programs Excellent customer service skills Demonstrated self-starter, sense of urgency, and decision-making abilities while managing multiple priorities Strong analytical and creative thinking skills Ability to work a flexible schedule Professional appearance and demeanor Interpersonal skills to effectively communicate with all business contacts. Ability to effectively communicate in English, in both oral and written forms. Knowledge of local, state, and federal agencies that provide enforcement of the National Labor Relations Act, Fair Labor Standards Act, and other legislation. Mediation skills for effective resolution of issues. Ability to read and interpret statistical data, work independently and coordinate projects with minimal supervision, effective listening abilities, strong judgment skills, demonstrate a proactive style while maintaining professionalism in dealing with sensitive and confidential matters. Ability to prioritize and handle multiple work assignments while meeting deadlines. Must have interpersonal skills to deal effectively with all business contacts. Professional appearance and demeanor. Work varied shifts, including weekends and holidays. Computer proficiency working with software to include MS Word, Excel, PowerPoint, Outlook, and/or equivalent. Preferred: Proficiency or fluency in Spanish (read, write, and speak) WORK SCHEDULE/HOURS: Regular scheduled hours PHYSICAL REQUIREMENTS: Must have the physical ability to access all areas of the facility; move, lift, carry, push, pull, and place objects; withstand prolonged standing, stretching, bending, kneeling, lifting, and carrying items weighing at least 50 lbs. without restriction. Reach overhead and below the knees, including bending, twisting, pulling, and stooping. Physical stamina and proper mental attitude to work under pressure; work indoors and outdoors, as well as being exposed to hot/cold surfaces, steam, and wet floors. Most work tasks are performed indoors; however, there are events where outdoor activities are required. Indoor temperatures are moderate and controlled by internal environmental systems. Must be able to work in a fast-paced, busy, and noisy environment. Plaza is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, Plaza will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

Responsibilities

This role leads the execution of employee and labor relations processes, advising managers and employees on employment issues, and serving as a liaison to improve people and operations performance. Key duties include managing labor-management relations, administering grievances, developing labor strategy, and overseeing the employee complaint process and workplace investigations.