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The Sr. Manager of Corporate Labor Relations develops and implements labor relations strategies in alignment with the Director of Corporate HR, and the applicable Leadership Team. The primary interface for division leaders, company legal counsel, company union representatives, regional and national union leadership, and the National Labor Relations Board (NLRB.
ExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Lead investigations with support of the ADHR when assigned, partner with Compliance on investigations they lead; effectively summarize findings and provide recommendations for employee relations investigations in conjunction with Region HR, Compliance, Legal, and functional leaders.
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Leads overall organization of Human Resource programs within the assigned function, including but not limited to, EEO, unemployment, litigation, retention, termination, turnover, and severance issues Partners with cross-functional HR peers, HR centers of excellence and other business support functions including but not limited to, Staffing, Compensation, Payroll, Benefits, Finance and Legal on various business needs.
$60,000 - $88,000 a yearFull-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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This includes, but is not limited to EEOC, affirmative actions, VETS, EEO-1, Illinois Equal Pay reporting, California violence prevention, etc. May lead, with partnership from legal counsel, the efforts to comply with various federal or state legal or regulatory reporting and/or training requirements.
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Company representative and Legal Department liaison for any employment related claims against the Company arising out of an investigation, EEOC charges, State Agencies, etc. Work in collaboration with HR Business Partners, Legal Counsel, Supervisors and Managers to ensure consistent handling of employee relations matters while maintaining the culture of the Company.
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Provide legal team with any information about a leave of absence that is needed for Department of labor claims, EEOC, or any other legal claims that may arise regarding a leave of absence case, including participating in depositions if necessary.
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Consult with legal counsel on EEOC claims and other complex employment matters, as necessary. Assist HR department staff with benefits administration escalations, including claims resolutions, status changes, benefits communications, and other benefits questions.
ExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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This role will work in close partnership with HR leadership, Compliance & Ethics, and the legal department serving as the subject matter expert for employee relations issues at Honda. Partner with internal (HR & Legal) and external stakeholders to proactively identify or recommend policy changes/enhancements to mitigate risk based on investigation outcomes and trends.
ExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Partners and collaborates with the Legal and Compliance teams on complex EEOC complaints , Subpoenas, and Employee Relation Investigations, Hotline Compliance complaints, HIPAA and Patient Privacy Violations.
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Work under the direction of General Counsel and collaborate closely with Human Resources (HR) staff and outside legal counsel. Establish and maintain relationships, credibility, and trust with business leaders, HR, General Counsel and other in-house legal team members, and outside counsel.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Provides HR support and structure in the areas of employee relations, legal compliance, policies and procedure development. Facilitates Distribution Center Manager and Supervisor training in regards to HR policies and procedures.
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We are looking for a candidate with strong HR experience in nonprofits, preferably with experience in legal aid and/or mission-driven community-based organizations. Completing EDD forms (e.g., unemployment and disability), annual EEOC reporting, quarterly City of Berkeley Employee Lobbyist certifications, and other required reporting.
ExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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May represent the organization at personnel related hearings and investigations and acts as the company representative for all legal proceedings against the company (EEOC, NLRB, Arbitrations.
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Ability to embrace technology, as well as utilize and transact in HR systems, portals, knowledgebase and case management. Ability to handle sensitive and confidential information ethically and responsibly while escalating higher tier issues to management or legal department when appropriate.
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Partner with Legal, Risk, Compliance, and D&I to address complaints of unfair or inappropriate treatment, discrimination, and/or compliance complaints concerning human resources matters, such as, FMLA, ADA, EEOC, DOL, Title VII, OSHA, etc.
ExpandApply NowActive JobUpdated 6 days ago
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