HR or Labor Relations Manager - Manufacturing - AL
Experienced HR or Labor Relations Manager is required having responsibility for   Job Responsibilities:Administers and interprets policies, procedures, and the labor agreement.Works with site personnel to implement Company HR programs and initiatives.Makes recommendations and assists in the negotiation of mid-term collective bargaining contracts and agreements.Manages grievance procedures. Investigates employee grievances and provides response/resolution recommendations. Works with legal counsel to prepare cases for arbitration.Participates in the Site Labor Relations Council for strategic labor relations planning.Co-chair (with Union Committee Chairperson) of the joint Labor-Management Council.Provides day-to-day advice and assistance to site management on Company policy and labor contract interpretation and implementationServes as a member of the negotiating committee - responsible for researching and drafting company proposals, preparing cost estimates, preparing negotiation status reports, and maintaining all negotiation records.Provides and gathers data for local hourly wage and benefit surveys. Stays abreast of Gulf Coast area skill levels and pay practices for PMU job families within the manufacturing sector.Represents the company during arbitration hearings and provides information and guidance to labor attorney for post hearing briefs. Provides education to management on arbitration decisions and resulting operation changesWorks with local high schools and community colleges to recruit students for the Chemical Process Technology Program. Manages chemical operator internship program.Works with local universities to recruit engineering students for projects and internshipsManages the recruitment, pre-screening/testing, placement, and orientation process for hourly employeesCoordinates bargaining unit “bumping” process for personnel restructurings.Key point of contact for benefits programs and payroll issues for bargaining unit pay practices and/or labor contract interpretation.Plays a key role in maintaining management-represented status for all employees outside of the bargaining unit.Partner with Production Units and Service Groups to reduce the cost of production/services (restructuring efforts, personnel cost savings ideas, etc.)Coordinate and assist with staffing activities, including talent reviews and succession planning.Interpret policies and proceduresCoordinate the implementation of Company HR programs and initiatives at the site levelInvestigate and counsel with managers regarding employee issues including those of a highly sensitive nature.Provide counsel with employees as needed.Provides counsel to Managers as needed in the administration of disciplinary action.Conduct and oversee staffing interview process with hiring manager(s) as required.Plans, develops, coordinates and conducts HR training as appropriate (Supervisor Training, Labor Relations, ADA &amp; Essential Functions, Team Building, etc.)Provide compensation counsel to local managers and professional employees.Is the point of contact for Health Services personnel in regards to: positive drug screens, return to work issues, workplace accommodations, etc. which require HR coordination
Title: HR or Labor Relations Manager - Manufacturing - AL
Salary: None
Description: Experienced HR or Labor Relations Manager is required having responsibility for   Job Responsibilities:Administers and interprets policies, procedures, and the labor agreement.Works with site personnel to implement Company HR programs and initiatives.Makes recommendations and assists in the negotiation of mid-term collective bargaining contracts and agreements.Manages grievance procedures. Investigates employee grievances and provides response/resolution recommendations. Works with legal counsel to prepare cases for arbitration.Participates in the Site Labor Relations Council for strategic labor relations planning.Co-chair (with Union Committee Chairperson) of the joint Labor-Management Council.Provides day-to-day advice and assistance to site management on Company policy and labor contract interpretation and implementationServes as a member of the negotiating committee - responsible for researching and drafting company proposals, preparing cost estimates, preparing negotiation status reports, and maintaining all negotiation records.Provides and gathers data for local hourly wage and benefit surveys. Stays abreast of Gulf Coast area skill levels and pay practices for PMU job families within the manufacturing sector.Represents the company during arbitration hearings and provides information and guidance to labor attorney for post hearing briefs. Provides education to management on arbitration decisions and resulting operation changesWorks with local high schools and community colleges to recruit students for the Chemical Process Technology Program. Manages chemical operator internship program.Works with local universities to recruit engineering students for projects and internshipsManages the recruitment, pre-screening/testing, placement, and orientation process for hourly employeesCoordinates bargaining unit “bumping” process for personnel restructurings.Key point of contact for benefits programs and payroll issues for bargaining unit pay practices and/or labor contract interpretation.Plays a key role in maintaining management-represented status for all employees outside of the bargaining unit.Partner with Production Units and Service Groups to reduce the cost of production/services (restructuring efforts, personnel cost savings ideas, etc.)Coordinate and assist with staffing activities, including talent reviews and succession planning.Interpret policies and proceduresCoordinate the implementation of Company HR programs and initiatives at the site levelInvestigate and counsel with managers regarding employee issues including those of a highly sensitive nature.Provide counsel with employees as needed.Provides counsel to Managers as needed in the administration of disciplinary action.Conduct and oversee staffing interview process with hiring manager(s) as required.Plans, develops, coordinates and conducts HR training as appropriate (Supervisor Training, Labor Relations, ADA &amp; Essential Functions, Team Building, etc.)Provide compensation counsel to local managers and professional employees.Is the point of contact for Health Services personnel in regards to: positive drug screens, return to work issues, workplace accommodations, etc. which require HR coordination
Requirements: None experience, None education
Fraudulent: No