Assistant Labor Relations Manager

Who We Are
A producer-owned pork processor, comprised of 200 dedicated Midwest family farms, focused on providing customers with quality pork products they can trust, in a culture that fosters innovation and opportunity.

Summary

Assists with policy development policy and helps direct and coordinate Human Resources activities, such as employment, labor relations, compliance, and employee services.  

Education, Licensure and Experience

• Bachelor’s degree preferred, with a minimum of three (3) years of human resource related experience OR Associate’s degree with a minimum of five (5) years of human resource experience
• Employee relations and human resource experience required
• Bilingual fluency in Spanish strongly preferred, but not required

Qualifications

To perform this job successfully, an individual must be a minimum of 18 years of age able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.   

Essential Duties and Responsibilities include the following (Please note:  This in no way states or implies that these are the only duties you will be required to perform. The omission of specific duties does not exclude them from the position. Other duties may be assigned as deemed necessary and appropriate):

1. Provides in person and written education advising department managers of company policy and procedure.   
2. Assists with routine audits and reviews of policy and procedure and company processes to ensure compliance with the Collective Bargaining Agreement (CBA) and federal and state law.
3. Help oversee the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization. M
4. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
5. Assist with HRIS system accuracy and effectiveness.  
6. Responsible for administration and implementation of company attendance policy and procedure.
7. Responsible for administration and implementation of company leave of absence management policy and procedure.
8. Advises management in appropriate resolution of employee relations issues.  
9. Responds to inquiries regarding policies, procedures, and programs.  
10. Helps administer performance review program to ensure effectiveness, compliance, and equity within organization.
11. Assists in accident investigation and report preparation for insurance carrier.   
12. Assist with wage surveys within labor market to determine competitive wage rate as needed.
13. Assists in preparation of budget of human resources operations.
14. Responsible for company retention and engagement programs.  
15. Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.  
16. Prepares reports and recommends procedures to reduce absenteeism and turnover.  
17. Represents organization at personnel-related hearings and investigations. 
18. Handles routine labor relations and human resource inquiries related to policies, procedures, and bargaining agreements; refers complex matters to appropriate management staff.    
19. Serves as the initial contact and liaison for intake and assessment of employee complaints.
20. Conducts initial interviews and gathers information for employee relations matters such as harassment allegations, work complaints, or other concerns; informs appropriate HR staff when additional investigation is required.
21. Responsible for all recordkeeping related to hiring, termination, leave, transfer, and promotion particularly as related to Equal Employment Opportunity (EEO), affirmative action and diversity initiatives.
22. Collects information and data to assess cost and policy implications of negotiations and disputes. This may include management and union proposals, pay scales and wages, benefits, working conditions, and other mitigating circumstances.  
23. Conducts surveys, interviews, and other research related to human resource policies, compensation, and other labor negotiations; collects information and reports results accordingly.
24. Maintains knowledge and understanding of laws and regulations related to EEO, affirmative action, collective bargaining, unions, labor relations, and human resources.
25. Responsible for preparation of plans, policies, documents, and reports including EEO-1, affirmative action plans, organizational charts, labor agreements, and employee handbooks.
26. Assists with preparation of documents and records required for contract negotiations, meetings, and negotiations with employee and labor organizations.  
27. In partnership with human resource managers, assists in executing the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.   
28. Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and  
    terminations.
29. As needed, assist with the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
30. As needed, assist with analysis of trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
31. Assist with creation of learning and development programs and initiatives that provide internal development opportunities for employees.
32. Oversees employee disciplinary meetings, terminations, and investigations.  
33. Performs other duties as assigned.  

Supervisory Responsibilities

Supervises employees in the office to ensure quality service in accordance with the Personnel Manual and applicable laws. Responsibilities include but are not limited to:   

1. Helps determine staffing requirements necessary to meet the department’s needs.  
2. Recruiting, interviewing, hiring, and training employees in performance of duties in compliance with all state and federal standards and laws as well as company requirements.
3. Appraising performance, rewarding, and disciplining employees including terminations.
4. Addressing complaints and resolving problems.  
5. Planning and directing work schedules to assign and coordinate the work of office employees to promote efficiency of operations and in accordance with budgeted hours, ensuring that all duties are performed – work assignments to assist staff in completing and performing such tasks.
6. Delegating administrative authority, responsibility, and accountability to as deemed necessary.
7. Monitoring turnover rates, employee surveys, and grievances to identify and address trends and/or critical indicators. 
8. Monitoring licensure of current staff to ensure they have a valid and current license as needed.  

Language Skills

Must be able to read, write, speak, and understand the language of the majority cultural group in order to communicate effectively.  Must be able to hear enough to understand those individuals as well.  Ability to read, interpret, and comprehend documents such as grafts/flow sheets, financials, general professional articles and publications, governmental regulations, safety rules, assignment sheets, and procedure manuals.  Must be able to write reports, business correspondence, policies and procedures, and other administrative forms as outlined above.    

Must be able to effectively communicate in both individual and group settings.  Must be able to present information and respond to questions from individuals and/or groups including employees, managers, and the general public.    

Mathematical Skills                                                       

In order to perform duties, must be able to:  

1. Add, subtract, multiply, and divide all units of measure such as whole numbers, fractions, percentages, and fractions.
2. Compute rate, discounts, ratios, and percent, and    
3. Make, read, and interpret financials, graphs, rates, ratios, and percentages.  

Reasoning Ability

Ability to apply common sense and judgment in solving problems and interpreting and understanding instructions furnished in written or oral form.  Must be able to make independent decisions when circumstances warrant such action yet reason when to involve supervisor.    

Computer Skills                                                  

Basic computer knowledge with the ability to learn software.  

Other Skills and Abilities

1. Display strong organizational skills with ability to prioritize multiple tasks and deal with frequent interruptions.   
2. Basic office skills such as phone skills, voice mail, copying, faxing, typing, and directing visitors. 
3. Ability to cope with the physical and emotional stress of the position as employee may be subject to hostile or emotionally upset residents, personnel, and/or visitors. 
4. Ability to function independently given assigned duties.    

Ability to communicate, work, and interact with a variety of individuals.

We offer a competitive benefits package which includes:

• Health, Dental, and Vision Insurance
• Company matching Retirement Plan
• Paid time off
• Short term and long term disability
• Referral program
• Flexible Spending and Health Savings Plans

Wholestone Prestage is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, gender, gender orientation, gender identity, national origin, disability, or veteran status.