ICTS Europe

ACTS-Aviation Security, Inc. has an immediate opening for a Labor and Employee Relations Specialist on the East Coast.. Established in 2001, ACTS-Aviation Security has grown to become one of the leading providers of security solutions to the US aviation market.. ACTS-Aviation Security, Inc. is a wholly owned subsidiary of the international security company ICTS Europe and specializes in the provision of security solutions and services; primarily focused on catering, aircraft and cargo screening.. ACTS Security Agents are proud of their role in aviation security and have the opportunity for advancement – the ideal place to build a career in aviation security.. Current human resources certification, such as PHR, SPHR, SCP, or similar, preferred.

employee and labor relations specialist

Job Details Description Join a Global Leader in Aviation Security! Top tier benefits within medical, dental & vision providers. 401K with 100% company match. Generous paid time off package.ACTS-Aviation Security, Inc. has an immediate opening for a Labor and Employee Relations Specialist on the East Coast.Established in 2001, ACTS-Aviation Security has grown to become one of the leading providers of security solutions to the US aviation market. ACTS-Aviation Security, Inc. is a wholly owned subsidiary of the international security company ICTS Europe and specializes in the provision of security solutions and services; primarily focused on catering, aircraft and cargo screening. With corporate offices in Chicago and Atlanta, and operational centers at more than 30 airports across the United States, ACTS provides nationwide coverage. As an ICTS Europe subsidiary, ACTS offers unmatched experience, expertise, quality and innovation. ACTS Security Agents are proud of their role in aviation security and have the opportunity for advancement – the ideal place to build a career in aviation security.Duties/Responsibilities: Maintains the integrity and confidentiality of human resources files and records. Promote positive labor relations and maintain open lines of communication between employees, management, and union representatives. Available as a point of contact for all east coast locations if there is an employee relations issue, grievance, or injury to ensure proper procedures are followed in a timely manner. Performs routine tasks required to administer and execute human resources programs including, but not limited to disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Maintains compliance with all applicable federal, state, and local employment laws and regulations, as well as recommended best practices; reviews policies and practices as required to maintain compliance. Researches changing employment laws throughout East Coast and communicates upcoming laws impacting ACTS with HR Director and Sr. Regional HR Manager. Performs periodic audits of HR files and records, ensuring all required documents are collected and filed appropriately with HRIS; UKG Pro. Provides clerical support to the HR department. Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees. Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed. Represents organization in unemployment hearings, meetings, and negotiations with employee and labor organizations. Collaborates with Sr. Regional HR Manager in the preparation for and participation in grievance meetings with employee and labor groups. Conducts focus group meetings with supervisors, leads, and employees to understand areas for improvement. Reports findings and collaborates with HR Director, Sr. Regional HR Manager, and Managers to implement solutions. Scans and uploads employee files into HRIS. Performs other related duties as assigned. Required Skills/Abilities: Thorough understanding of state and federal laws concerning labor relations. Experience working within in a unionized, multi-state environment preferable. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Thorough understanding of dispute resolution. Although this role requires standard workweek hours, must be available outside of standard business hours to answer phone calls occasionally. Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations. Proficient with Microsoft Office Suite or related software. Proficient with HRIS; ideally UKG Pro. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Education and Experience: Bachelor’s degree in Human Resources, Labor Relations, Business, or related field required. Three+ years of professional human resources administration, including two years in employee relations preferred OR its equivalent through training, education, and other experience. Current human resources certification, such as PHR, SPHR, SCP, or similar, preferred. Physical Requirements: Prolonged periods sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. Travel: Under 10%; Quarterly travel for 2-3 days at a time. Qualifications Skills Behaviors : Motivations : Education Experience Licenses & Certifications 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)

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