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Administers the company’s labor relations policies; conducts grievance meetings as required and actively participates in negotiation of labor contract, if appropriate. In the event of the QA Managers absence, responsibility of Quality Assurance & Food Safety is designated to the Plant Manager with an indirect line of support to the Senior Director of Quality.
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Reporting to the Director of Human Resources, the Assistant Director of Human Resources provides day-to-day oversight and leadership of professional, technical and administrative human resources staff performing aspects of human resources functions to include talent acquisition, learning and development, employee engagement, performance management, employee/labor relations, payroll and benefits, leave management, classification and compensation, process improvement, HR records, a nd compliance.
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As a member of the Superintendent's executive leadership team, the Executive Director of Human Resources is responsible for overseeing essential departmental functions including: alignment of work with the mission of the organization; employee services; performance management and improvement; classification and compensation; benefits; collective bargaining and labor relations; employee relations; and compliance.
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Perform other tasks as assigned from time to time by the Director, Labor Relations that support the efforts of the Company in pursuit of advancing labor relations through employee engagement, improved communication and collaboration and the continued improvement in conflict resolution at the lowest levels in the organization.
$79,100 - $124,100 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Support labor relations activities, including grievance handling, hearing preparation, negotiations, and disciplinary procedures as needed. Assist the Director of Labor Relations with administrative tasks and general departmental duties.
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A variety of complex, sensitive and confidential organizational and employee-relations issues i ncluding performance improvement plans, grievance and disciplinary procedures and actions, Skelly processes, dispute settlements, mediation and arbitration ; confers with legal counsel on personnel matters and labor relations issues.
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This position reports directly to the Area Director of Human Resources, indirectly to Corporate Labor Relations Director. The Labor Relations Manager manages the relationship between the Hotel and the Union.
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A minimum of two years of labor relations experience including resolution of complex employee relation issues, grievance handling, etc. Responsible for all aspects of labor relations including facilitating communication, investigations, grievances, arbitrations, litigations, negotiations, as needed.
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Provides leadership in labor relations issues including, but not limited to, arbitrations and final step grievance hearings. Regional Director of Operations - Midwest. Provides leadership in employee relations issues, motivates staff, and produces coordinated and consistent efforts to achieve corporate goals.
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Knowledge of the principles and practices of Human Resources and Labor Relations Management including understanding of the union organization process, contract negotiations, grievance handling up through the arbitration level, labor/employment law; diversity, equity and inclusion practices.
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As the division's liaison with SDSU HR, Labor and Employee Relations, and SDSURF HR, I provide assistance and guidance to managers and their staff regarding retention, employer/employee relations, employee conduct, interpretation of applicable collective bargaining agreement provisions, performance evaluation processes, progressive discipline, grievance handling, terminations, telework, and all other URAD personnel matters and processes.
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Researches, analyzes data and prepares reports for the Director of Human Resources. Reports to: Director of Human Resources. Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, federal and state respective employment laws.
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Under the general guidance of the Sr. Director Human Resources, the Sr. Manager, Employee Relations, supports HHCS (Heartland Human Care Services)’ positive employee engagement and retention efforts as well as oversees lifecycle union-avoidance efforts, inquiry and investigations, union grievances and negotiation planning and execution.
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In coordination with the Director of Labor Relations, negotiates labor contracts, institutes and administers compliance, and handles grievance and arbitration cases within the region.
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Prepare and lead contract negotiations, facilitate grievance hearings, and foster goodwill with labor partners. Our mission is to make the Rocky Mountain Region the best place to be a mechanical contractor by focusing on legislative advocacy, labor relations, education and training, and fostering relationships within the industry.
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