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    Labor Relations Manager - Hartford, United States - Kain Colasanto

    Kain Colasanto
    Kain Colasanto Hartford, United States

    Found in: Lensa US 4 C2 - 1 week ago

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    Description

    Strategic Labor Relations Manager:
    Easter Region (Connecticut)

    Plays a pivotal role in fostering positive and productive labor relations across the network.

    Reporting to the VP, Chief Employment Counsel & Labor Relations Director, the Strategic Labor Relations Manager is responsible for delivering against the systemwide labor relations strategy and managing the labor relations initiatives for the region, and the workforce covered under their collective bargaining agreements.

    The Strategic Labor Relations Manager provides both day-to-day, on-the-ground, and strategic level advice on labor matters to the HR Business Partner team, management, and company leadership in the region.

    They will serve as a subject matter expert in labor relations for the region and be responsible for ensuring that the needs of the region with respect to collective bargaining, contract interpretation and administration, union relationship-building, grievances, organizing responses, employee relations, and related policy work, training and development are met.

    The Strategic Labor Relations Manager will play a critical role in maintaining established union relationships in the region.

    The Manager serves as a key member of the Labor Relations team, and an extended team member of the AVP of Human Resources for the Region.


    Responsibilities:
    Provides expertise in strategy development, planning and execution of positive employee and labor relations initiatives.

    Delivers initiatives against the networks labor strategy that optimize partnership with the unions, mitigate risks of disruption and maintain the networks commitment to positive and productive employee and labor relations.

    Partners with members of the Labor Relations team to ensure consistency in approach and labor relations strategy across the organization.

    Provides strategic recommendations and plans for the labor relations needs of the region, while also considering systemwide business and operational needs, across multiple bargaining units, contracts, and stakeholders.

    Serves as primary advisor to company leadership, management and the HR Business Partner team on all day-to-day labor relations inquiries and issues in the region.

    Collaborates and develops strong partnerships with the HR Business Partner team in region to provide subject matter expertise on labor matters and partner with them to collectively assess trends, vulnerabilities, and opportunities for development.

    Supports the HR Business Partner team with employee relations matters, including investigatory processes, performance management, corrective actions, terminations, and any potential grievances or settlements.

    Fosters positive, productive, and effective working relationships with union leadership, including local and regional representatives, which includes ongoing dialogue and open communication but also ensures contract compliance, drives proactive resolution of issues, and establishes balanced expectations for collective bargaining.

    Serves as a key member of the collective bargaining team.

    Leads the development of contract negotiation strategy through a collaborative approach with leaders, the Regional HR AVP and labor counsel, consistent with the priorities defined by executive leadership.

    Prepares bargaining proposals, second chairs negotiations and partners with internal and external labor counsel to develop and execute the negotiation strategy.

    Prepares and maintains strike contingency plans and engages with strike staffing firms, when necessary.

    Leads the operationalization of contract terms upon ratification of new or updated contracts and on an ongoing basis, ensuring that all stakeholders are held responsible for the implementation of changed or new terms.

    Coordinates cross-functional teams to promptly resolve any implementation issues that arise.

    Leads any mid-contract bargaining efforts, coordination of Memorandums of Agreement, and notification, discussions or bargaining processes regarding new programs or policies that impact the regions unionized workforce in collaboration with the Regional HR AVP and stakeholders, and in consultation with labor counsel.

    Responsible for communications with the unions regarding any such new programs or policies.
    Represents management and their initiatives in all meetings with union representatives, including labor management meetings.

    Creates and implements a comprehensive positive employee relations plan across the NY region on an ongoing basis, including execution of annual vulnerability assessments and subsequent action planning and delivery.

    Develops and leads educational efforts to management and the HR team on management in a union environment, best practices in employee relations, and interpretation and administration of CBA terms, as well as partnering with labor counsel to keep HR and management abreast of new developments in labor law.

    Oversees the grievance process, serving as the Step 3 hearing officer for grievances against CBAs for the Eastern region. Assists labor counsel in preparation for labor arbitration and mediation as needed at the direction of counsel.

    Serves as a subject matter expert on CBA interpretation and administration in the region, as well as organizational policies and practices, and consults with HR, company leadership and internal and/or external labor counsel on complicated bargaining unit and labor force issues.

    Leads responses to organizing campaigns.

    Develops proactive strategy and campaign direction in partnership with Regional HR AVP and in consultation with internal and/or external labor counsel.

    Tracks legislative developments in New York and monitors changes in NLRB case law. Analyzes the impact on the system's represented employees in consultation with internal labor counsel.

    Manages one or more Labor Specialists, and directs their labor relations support work, including data and trend analysis, grievance processing, scheduling of hearings, document management, responses to requests for information (RFIs), delegate tracking, labor management meeting minutes and scheduling, collective bargaining scheduling and administrative work, and other labor relations support duties.

    Acts as a member of the HR team, ensuring that labor relations strategy aligns with all other HR strategic priorities including talent acquisition, total rewards, and legal.

    Models and maintains the companies values.
    Performs other duties as required.


    Requirements:
    Bachelor's degree and a minimum of 5-10+ years of experience in labor management and/or leadership.
    Hybrid position, 2-3 days a week at main location, 1 day a week at other local location(s) as needed.
    Demonstrated experience in unionized environments with multiple bargaining units.

    Strong interpersonal skills, judgment, and ability to collaborate with and influence management at all levels and stakeholders across the organization.

    Excellent strategic, problem solving and process thinking abilities.
    Ability to simplify complex issues and take a pragmatic approach to organizational deliverables. Ability to architect and implement change and operate easily between concept and operation.
    Exceptional organizational and multi-tasking abilities. Demonstrated experience in managing multiple priorities and meeting deadlines.
    Critical thinking to translate business needs into labor strategies, and translate labor strategies into specific goals, actions, and deliverables.
    Strong business acumen, influencing, thought and personal leadership skills.
    Superior oral communication skills, Speaks professionally and persuasively in both positive and negative situations. Actively listens and ensures clarification.
    Superior written communication skills. Writes clearly and informatively. Ability to write persuasively and to vary writing style for various audiences.
    Demonstrated cost consciousness. Works within approved budget, and conserves organizational resources.

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