The Plant Human Resources Manager will be responsible for Labor Relations, partnering with Plant Leadership on all employee related issues, ensuring compliance with labor laws and regulations and oversight of strategic execution of short and long-term objectives.
Responsibilities:
Responsible for leading and participating in collective bargaining negotiations, drafting, reviewing, and administering labor contracts in accordance with federal, state and local laws and regulations.
Provide training, communication, and interpretation of all contract elements to employees of all levels within the organization.
Monitors employee and union performance, investigates and resolves labor disputes, grievances, and complaints.
Develops and implements labor relations strategies and policies that align with the organization's goals and values, and stays informed on labor market trends.
Ensure that all labor contracts comply with federal, state, and local laws and regulations while providing training and guidance on their interpretation and application.
Provides coaching to employees, managers and leadership and offers feedback related to staffing, performance management, employee development and employee relations.
Will advise and participate in employee and management counseling regarding company policies, procedures, legal requirements, employee performance, discipline, and benefits.
Understands the importance of balancing the employee and the business interests while effectively managing complex organizational and personnel issues.
Develop relationships with the local union and plant union representation.
Participate in hourly recruiting activities including diversity, equity and inclusion hiring, employee tracking and interviewing.
Act as a trusted advisor and partner to leaders of the organization. Provide input into HR related strategies and tactics regarding people and talent.
Utilizes internal HRIS and Timekeeping systems to monitor operational daily activities.
Establishes credibility throughout all levels of the organization by maintaining effective professional relationships.
Requirements:
Bachelor's degree in human resources, labor relations, business administration, or a related field.
10+ years’ experience in human resources, labor relations in a unionized setting.
Excellent communication, negotiation, and interpersonal skills.
Strong analytical, problem-solving, and decision-making abilities to interpret and apply complex labor laws, regulations, and contracts.
Extensive knowledge of labor relations principles, practices, and trends is necessary.
Strong leadership, management, and organizational skills with the ability to plan, coordinate, and oversee multiple projects and initiatives.
Comprehensive understanding of labor law with the ability to foster a positive work environment.
A proficient understanding and application of Federal, State laws, such as, EEOC, FMLA, ADA, HIPPA, COBRA, NLRB
If You Are Qualified, You Will Be Considered for This Position:
An Equal Employment Opportunity/Affirmative Action Employer M/F/D/V.
Only qualified individuals (those who meet the fundamental qualifications) will be considered as applicants for this position. Applications will be accepted for a minimum of 3 business days from the date of the initial posting.
Formica will not discriminate against persons because of their disability, including disabled veterans, and will make reasonable accommodations for known physical or mental limitations of qualified employees and applicants with disabilities. If you are interested in applying and require special assistance or accommodations due to a disability, please contact our Human Resources department at 513-786-3594.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
