Labor Relations Manager

at  Calportland

JOB SUMMARY

The Labor Relations Manager acts as the primary contact for related topics, providing advice and counsel to managers, supervisors, and employees on sensitive labor and employee relations matters, including grievance and arbitrations procedures, performance issues, and disciplinary actions.

EDUCATION

Bachelors Degree in Human Resources, Labor Management or related field, or 7 of years relevant work experience

REQUIREMENTS/QUALIFICATIONS

• Minimum of 7+ years of traditional labor experience, including a proven record of handling union grievances, leading collective bargaining negotiations, participating and managing arbitrations, managing Unfair Labor Practice charges, and other labor-related proceedings
• Thorough understanding of state and federal law concerning labor relations
• Able to travel (primarily west coast) 50%+ of the time
• Excellent oral and written communication skills
• Able to remain tactful, calm and persuasive on controversial and/or confrontational situations

• Consults with leaders on appropriate disciplinary actions, including but not limited to risk to the organization, level of severity, etc.
• Leads in the collective bargaining pre-negotiations and negotiations process; collaborating with leadership and divisions throughout the negotiation process
• Manages the grievance process arbitration process including, but not limited to, gathering evidence, a representative at hearings along with providing follow-up responses
• Investigates and evaluates unfair labor practice charges
• Interprets and administers contracts pertaining to wages, grievances, employee welfare, pensions, healthcare, union, and management practices; administers labor relations policies and agreements
• Drafts contract proposals and compiles information and statistics on the economic proposals of both labor and management
• Primarily works with the field management team to ensure a positive and productive work environment; manages and handles Employee Relations matters
• Serves as a resource for non-union facilities with respect to union avoidance, including conducting audits and trainings
• Oversees dispute resolution involving employees, management, unions, government agencies, etc.
• Provides and manages short-term and long-term labor strategies to achieve company objectives
• Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees
• Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee issues; develops further training as needed
• Performs other related duties as assigned