Manager Labor Relations

PURPOSE: Acts as a resource and provides guidance to management and associates on issues that arise in the workplace by interpreting, applying, and administering company policies, labor contacts, and labor and employment laws. Coordinates internal investigations and handles grievances under the direction of in-house counsel, answers questions, resolves problems and serves as facilitator to reach resolution. KEY ACCOUNTABILITIES: Advises Division management and Division HR on discipline and policy interpretation regarding all actions affecting pay, demotions, disciplinary transfers, disciplinary warnings, terminations, and other related actions for hourly associates. Serves as communications link with the company and the unions by coordinating and participating in grievance meetings and by responding to information requests. Conducts research and prepares required analysis, reports, and documentation for grievance meetings, information requests, general communication issues with unions and testifying at grievance hearings. Responds to employee complaints that can be resolved within company policy, procedures and union contracts. Works with management, HR, Division Counsel, and employees to implement ADA and other legally required accommodations and facilitate interactive processes. Responds to leave of absence issues, conducts research and determines best course of action within guidelines. Coordinates investigations of grievance, hotline cases, and evaluates Asset Protection’s investigative report and resolves or makes recommendation to management. Documents labor relations activities ensuring that files are accurate and that a history exists and is kept up-to-date. Maintains all related documentation. Prepares memos regarding anticipated prospective and retroactive wage and benefit improvements. Provides assistance in contract negotiation by conducting research, compiling information and documentation, taking notes and providing advice on issues to be addressed with union. Develops resolution on labor relations issues within company policy and/or union contract for grievances, charges, contract interpretation, and discipline up to salaried exempt and office hourly. Refers to Human Resources in situations when policy questions are not contractual in nature, and for recommended training, performance management, comp administration, discipline for salaried exempt & office (DM & above). Assists with union avoidance work by conducting research, preparing documentation, and meeting with associates. Refers issues to Shared Services as appropriate for handling (payroll, benefits, compensation, or HR records). Assist legal counsel with witness coordination, and record and information research. Works with union trust administrators to coordinate contributions. PEOPLE RESPONSIBILITIES: Direct : No direct supervisory responsibilities KNOWLEDGE AND EXPERIENCE:

Level: College degree or equivalent work experience. Human Resources training or certification preferred.

Level: Significant HR/LR related managerial experience where a comprehensive understanding of the concepts, practices, and procedures have been developed. Significant business related experience on a managerial level. Skills and Experiences: Excellent organization and interpersonal skills. Excellent negotiation and facilitation skills to speak effectively and persuasively on issues and lead focus groups. Strong mediation skills. Strong written and verbal communication skills. Ability to independently conduct research and prepare materials for presentations. Under minimal supervision applies a broad knowledge to respond to the difficult HR/LR issues. Strong computer skills including Outlook, PowerPoint, spreadsheets and file management.

Travel varies by area PHYSICAL ENVIRONMENT: Most work is performed in a temperature-controlled office environment. Incumbent may sit for long periods of time at desk or computer terminal.