English Director - Seattle, WA, United States - Darigold

Description

The Director, of Labor Relations is responsible for shaping and executing Darigold's labor strategy, workforce planning & HR projects. The Director, of Labor Relations reports to the Chief HR Officer and is part of the HR Leadership team.

Key partners for this role include the HR Business Partner organization, Legal Team, and Department Leaders (Operations & Supply Chain).

This role serves as both an employee advocate and a business-minded professional who builds and implements labor strategies that support business goals and build a great place to work.

Labor Relations:
Establish labor strategy, goals, proposals, policies, and implementation. Define and articulate the organization's strategy for employee and labor relations.

Works with the Business, Legal, and CHRO in the formulation and delivery of key labor strategies and tactics, contract negotiation strategies, and union campaign strategy and management.

Maintain awareness and lead the application of new and current organized labor rules from applicable government bodies.

Interprets the collective bargaining agreements, administers grievance procedures including arbitrations, and coaches all levels of management on labor matters.

In collaboration with talent & legal, design, develop, and implement effective labor-related organization-wide training programs.
Has oversight responsibility for General Grievances/Complaints. Manages all aspects of contract negotiation.

Coaches and consults with managers & HR team on labor matters to support effective management of performance & discipline actions.

Briefs senior management on matters within the functional area when necessary.
Provides counsel and advice to the HR delivery group on labor relations issues.
HR Projects &

Workforce Planning:
Led and executed HR Projects building and executive Darigold's workforce strategy.

Serve as a trusted advisor partner to functional leadership to develop and manage workforce plans for FTEs, contingent roles, and alternate sourcing based on business and resource needs.

In collaboration with the Sr Director of Employee Enablement and Engagement assess and oversee implementation of organizational workforce development programs, such as MECOP.

Shape programs to support and enable Diversity, Equity, Inclusion and Belonging.
Maintains the employee handbook & code of conduct in partnership with the legal team & CHRO. Manages annual update & communication.

10+ years of progressive HR experience with experience supporting labor relations including contract negotiations.

Bachelor's degree in business, HR, or related field; Communicates with tact and impact both verbally and in writing, even when challenged.

Ability to build data-driven recommendations leveraging benchmarking (including compensation, benefits, employee population, and finances).
Demonstrated ability to navigate sensitive and confidential situations effectively.

Strong knowledge of labor and employment laws (NLRA, FLSA, FMLA, ADA) and understanding of current labor market and trends.

Ability to travel

Effectively uses MS Office suite & HR Technology (UKG) to support work at pace, including reporting & intermediate skills in Excel.

Eligible for hybrid work up to 2 days per week.
Our Commitment to Diversity

Achieving our vision to Lead Dairy Forward requires cultivating and supporting a team with varying backgrounds, experiences, and perspectives.

We welcome all qualified applicants without regard torace, color, national origin, sex, gender identity and expression, age, sexual orientation, veteran status, disability, marital status, creed, religion, genetic information, or any other characteristic protected by federal, state, or local law.

We participate in E-Verify - please follow the links for details, English / Spanish & view our Right to Work Statement, English / Spanish.

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.