Labor Relations Director

Lead labor and employee relations programs, policies, and procedures. Establish and maintain positive and productive labor-management relations, negotiate contracts, interpret the collective bargaining agreements, and administer grievance procedures and arbitrations. Provide expertise and guidance on labor and employee relations related matters. Work to resolve employee disputes and maintain compliance within the labor and employee relations area of the organization. Collaborate with all levels of management on development of goals, objectives, policies, and procedures as it relates to labor and employee relations matters.

• →Partner with all levels of DFA leadership to develop union and non-union labor and employee relations strategies in support of business objectives
• →Develop collective bargaining strategy and negotiate collective bargaining agreements in support of business objectives
• →Represent DFA at bargaining sessions as chief spokesperson
• →Provide expert advice, counsel, and training to managers regarding the administration of collective bargaining agreements and positive employee relations
• →Ensure the company is in compliance with all federal, state, and municipalities’ regulations regarding labor and employee relations
• →Prepare for and assist in the presentation of arbitration cases, NLRB charges, and other government agency investigations and charges
• →Work with senior management to establish work standards, policies, and procedures. Implement those standards across the organization ensuring consistent practices are followed
• →Investigate problems, such as working conditions, disciplinary actions, and employee and applicant appeals and grievances
• →Evaluate and assist with effective resolution of grievances and other local conflicts resulting from labor agreements
• →Develop and maintain effective relationships with union leadership to foster and continuously improve union-management relations
• →Partner with other HR staff working as a team in achieving the goals and objectives set forth for the department
• →The requirements herein are intended to describe the general nature and level of work performed by employee, but is not a complete list of responsibilities, duties, and skills required. Other duties may be assigned as required

• Bachelor’s degree required; JD preferred
• 10 or more years of employee relations and labor relations experience (non-union and union)
• 10 or more years of experience in a union environment
• Demonstrated successful track record as first chair in the collective bargaining process, grievance and arbitration process, positive employee relations, and labor-management relations
• Certification and/or License – n/a

• Must be willing to travel 50-75% (up to 2 weeks per month)
• Deep understanding of management-labor relations
• Working knowledge of state and federal labor laws such as National Labor Relations Act, ADA FMLA, FLSA, OSHA, Title VII, workers’ compensation, and unemployment
• Knowledge of the principles, practices, and procedures of human resources management
• Able to negotiate major contracts from preparation to finish without any assistance
• Able to work independently under broad organizational guidelines to achieve business unit success
• Able to develop assessment instruments that will assist in monitoring compliance standards as well as labor and employee relations standards
• Excellent interpersonal and communication (verbal and written) skills that enable effective relationships at all levels of the organization and with external representatives
• Strong analytical abilities, including strong business acumen
• Able to plan, coordinate, and direct the work of others
• Able to work with a high level of accountability
• Proficiency with Microsoft Office Suite and company computer systems, specifically Microsoft Word, Excel, and PowerPoint
• Must be able to read, write and speak English