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May lead the negotiation of Collective Bargaining Agreements in accordance with the corporate labor relations strategy. 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.
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Reporting to the Vice President of Talent Management and Human Resources, the Director of Labor and Employee Relations is a strategic, result-oriented thought partner for the organization responsible for overseeing and managing labor relations, employee engagement that aligns with the company's mission, vision, core values, and short- and long-term goals.
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If the assigned client has a collective bargaining unit within its population, partner with the HRBP and Labor Relations team to support local site leadership with union management, grievance process compliance and the contract negotiation process.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Develop negotiation strategies, in conjunction with the Human Resources Deputy Director, the Labor Relations Manager and representatives of affected departments. Administer county labor contracts by advising departments on labor relations policy, applicable labor laws, contract interpretation and grievance resolution.
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First-hand experience in the negotiation and administration of union collective bargaining agreements, grievance handling, and union performance management. The Senior Manager Labor Relations develops productive relationships with union counterparts, resolves union related issues in a timely and fair manner, hears and responds to grievances, and assists in the preparation for arbitration.
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The Labor Relations Manager is responsible for the negotiation and administration of the company's collective bargaining agreements. Provides guidance and training on Labor Relations issues to Labor Relations team, HRBP's, and Operations as needed.
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Understanding and ability to apply all aspects of the National Labor Relations Act (NLRA) as well as employment and human resources related laws, regulations, policies, principles, concepts and practices, including but not limited to Title VII, EEO, ADA and FMLA; and, associated employment laws.
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Fair Labor Investigations is FLAs grievance mechanism that addresses persistent noncompliance with FLAs Fair Labor Code and Compliance Benchmarks in production facilities used by member companies or university licensees.
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The Senior Manager Labor Relations negotiates and administers collective bargaining agreements that cover approximately 1,000 unionized employees. 8+ years in either a Legal/HR/Labor Relations role in a union environment.
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Ensure good employee relations, clear policies and procedures are identified and followed per the CBA (collective bargaining agreement); conduct efficient investigations, administer the grievance procedure timely, work with internal and external counsel on contract negotiation and interpretation.
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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 V2X 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.
$134,000 - $168,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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The Associate Counsel will report to the Senior Vice President, Labor Relations and be responsible for development, negotiation and administration of the NFL-NFLPA collective bargaining agreement, including representing the league and clubs in litigation under those CBAs. The holder of this position will represent the league in grievance hearings and arbitrations brought by or against the NFL and supervise outside counsel in the litigation of such matters.
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Monitor and analyze labor relations trends and best practices, recommending and implementing improvements. Advise business leadership and HR partners on labor relations issues.
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In addition, this role provides day-to-day and innovative, strategic labor relations consultation and support to business leaders of union represented employees, positioning leaders to achieve business objectives, and partners with other HR functional areas to ensure the Labor Relations function delivers high-impact outcomes as a best-in-class function.
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This includes defining objectives and development of appropriate negotiation strategies and tactics to achieve cost effective and competitive labor agreements, contract administration, grievance and arbitration administration and preparation.
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grievance labor relations negotiation jobs
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