• Director, Employee and Labor Relations

    Experience (Years)
  • Position Overview


    This position serves as a key member of the HR Leadership Team and a strategic partner to senior leadership on Labor and Employee Relations matters.  Determines strategic objectives and priorities. In partnership with the General Counsel’s office, provides expertise and guidance to senior leadership and HR business partners on complex and/or highly sensitive employee and labor relations issues. Negotiates collective bargaining agreements with labor union, and is the key contact on resolving grievances and arbitrations. Collaborates in the formulation and implementation of CR policy and long-range HR strategy, priorities and plans. Manages and interacts regularly with outside legal counsel on the resolution of labor/legal issues.


    Qualifications Include

    Law degree with expertise in labor and employment law required with a minimum of 10 years experience representing management in union environments.  Experience with grievances, arbitrations and unfair labor practice issues, investigating and responding to employment complaints required.  Excellent written and oral communications skills required.  Exceptional judgment, interpersonal skills and discretion required.  Must possess the ability to evaluate short and long term impact and financial ramifications of contract provisions.

    Key Responsibilities

    Labor Relations / Collective Bargaining Agreement (CBA) Negotiations


    • Design (in partnership with various senior leaders), plan and implement CR’s labor relations program; represents senior leadership in contract negotiations, grievance meetings, and other labor-related functions.
    • Develop negotiation strategies and prepare proposals including cost implications for collective bargaining agreements negotiations as well as one-off agreements. Consider and manage impact of Guild relations and negotiations on CR’s management/exempt staff.
    • Establish and maintain strong working relationship with the labor organization representing CR’s unionized staff. Serve as centralized contact for all information and discussions.
    • Interpret CBA and provide guidance/training on labor-related matters for senior leadership, Human Resources, and other management staff.
    • Working in partnership with management and Human Resources, ensure consistent interpretation and administration of contract provisions.


    Employee Relations


    • Provide expert consultation and guidance on a multitude of complex HR related topics including but not limited to: performance management issues and process, appropriate and fair progressive discipline actions, CR policies, HR training programs, reorganizations, position reclassifications, planned layoffs, extensions of temporary workforce, unemployment claims, immigration matters, etc.
    • Respond to complaints and conduct confidential internal investigations. Partner with necessary parties to determine and implement resolution.
    • Manage relationship with outside counsel for employee/labor related issues. Consult with and include counsel as necessary to ensure compliance with regulatory standards.
    • Facilitate communication among employees and management regarding problem solving, dispute resolution, litigation avoidance, while striving to resolve internal conflict informally through appropriate conflict management mediation techniques.



    Coaching & Training


    • Responsible for developing and delivering non-discrimination/non-harassment and workplace violence training; and training for newly hired or promoted managers on managing in a unionized work environment.
    • Coach managers on performance management and the disciplinary process.


    Policy & Administration


    • Oversee and maintain HR Policies, reviewing and revising as needed. Secure agreement from Guild prior to implementation of policy changes impacting Guild represented staff.
    • Provide regular updates to leadership on policy changes and communicate policy objectives and procedures to employees.
    • Review and monitor severance arrangements; including appropriate parties in discussion and process and ensuring compliance with CBA and CR’s management severance plan.
    • Ensure policy acknowledgments and completed driver license check authorizations for individuals approved to drive CR-owned vehicles. Oversee process to continually monitor and assess licensure status, determining authorization and/or consequences.
    • Coordinate with Legal, HR business partners, Benefits and Payroll as necessary to resolve employee relations issues.
    • Maintain up to date templates, agreements and policy documents. Index, organize and maintain negotiation history.
    • Perform other tasks as required



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