What are the responsibilities and job description for the Labor Relations Manager - Valley Metro position at Keolis?
Knowledge and Experience
Bachelor’s degree in business administration, Human Resources, Industrial Relations, or related field required; master’s degree preferred.
7 years’ experience in Employee Relations role in transport, manufacturing or utilities setting; 2 years in a leadership role preferred.
Experience must include pro-active labor relations; labor contract negotiations, interpretation, and administration; employee advocacy and management consulting; Human Resources policies and procedures design, development, and administration; developing and delivering management training in employee relations.
Extensive knowledge and experience with the NLRA. Ability to develop, interpret and communicate policies and procedures, contract language, etc.
Extensive knowledge of employment law including EEO, AAP compliance, Worker's Compensation, etc.
Strong preference for multi-facility, multi-CBA work.
Strong labor investigations skills
High organizational skills
Arbitration calendaring skills
HR Certification (SHRM or similar) preferred
Mediation and / or Arbitration Training (American Arbitration Association or similar) preferred
Ability to effectively communicate, both verbally and in writing, complex issues to wide and varied audiences in a manner that is clear, concise, accurate and diplomatic
Excellent analytical skills
Ability to develop meaningful reports and statistics based on raw data utilizing various software applications
Coaching and educating managers
Building strong, positive union relationships (Partnership)
Liaison with Business Development for new contracts
Compliance minded
Internal partners to HR, Legal and Business Development and Operations
Define and create framework for pattern bargaining
Capable and competent to sit first chair in contract negotiations and act as company representative in mediation, arbitration and legal cases
Employee and Labor Relations Strategy
Work with the divisional leadership team to develop and recommend tailored employee relations strategies that will drive engagement with our employees while maintaining productive and enabling union relationships
Ensures that a strong and effective preventive labor relations program is effectively executed, including the identification of potential problem areas, collection and interpretation of data, and interaction with departments to ensure systemic trust and fairness, equitable treatment, and a positive work environment
Represent the division as required in dealing with trade unions
Provide coaching and development to managers in dealing with Trade Union topics.
Labor Relations & Human Resources Policy and Procedures
Assist and advise in the development of relevant employee related policies and processes ensuring compliance with all applicable employment laws and regulations. Ensures policies, procedures and practices are consistent with current legal trends; adjusts existing policies as required in a timely and effective manner.
Support to HR Peers and General managers on complex issues relating to employee discipline, grievance, or Fair Treatment process.
Mediates to resolve employee relations issues, potential grievances, or formal grievances with both union and non-union employees, ensuring such grievances are processed in a timely and effective manner.
Coordinate the resolution of Industrial disputes, including representing the business in the negotiation and settlement of cases lodged with external appeal bodies relating to employment
Provide advice and training to managers on contemporary labor relations practice to enable the productive manager-employee relationship
Maintain records and prepare reports analyzing labor relations issues
Establish and maintain process to assure all correspondence to the Trade Unions
Collective Agreement Development
Develop and implement best practice collective agreement negotiation standards to be followed across the division
Coach and facilitate management reviews of collective agreements to identify opportunities to simplify, streamline and improve the union agreements
Prepare for and conduct negotiations with employees and unions to protect the organizations interests
Support and report on implementation of negotiated outcomes, ensuring all identified risks and opportunities are tracked and escalated where appropriate
Agreement implementation and application
Input to agreement implementation, providing continuity from the development into the benefits realization
Provide subject matter expertise for the HR leads and where required VP & General Managers on CBA interpretation and application.
Monitor conformance with the industrial instruments covering the division
Handles grievances arising from the administration of the collective bargaining agreement up to and including arbitration case preparation
Support the development of strike contingency planning in support of efforts to respond to any labor disruption or work stoppage
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