Matrix Human Services
POSITION TITLE: LABOR RELATIONS MANAGER
DEPARTMENT: HUMAN RESOURCES
REPORTS TO: CHIEF EXECUTIVE OFFICER (CEO)
The Labor Relations Manager reports to the Chief Executive Officer (CEO). The Manager is responsible for day-to-day operations and relations with the union staff and the union representatives. The Labor Relations Manager will serve a vital role in maintaining positive union/management relations as well as retaining the Matrix culture throughout the bargaining unit.
- Bachelor’s Degree in Human Resources Management or related field
- Eight (8) plus years of labor union relations including negotiations, contract interpretations, and grievance process experience
- Three (3) years of management experience
- Ability to maneuver through tense and sometimes adversarial situations without taking things personally.
- Proven exceptional conflict management skills
- Strong analytical, problem solving, documentation, record keeping, and organizational skills are needed. Strong writing skills are a must.
- Outstanding interpersonal, negotiation, team-building, and communication skills
- Strong working knowledge of federal and state employment laws, and labor relations
- Experience training managers on labor relations and contract content and understanding
- Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists
- Full proficiency in Microsoft suite including: Word, Excel, Outlook, PowerPoint, Visio
- Highly effective problem-solving ability
- Self-driven with the ability to recognize improvement on processes and take initiative to execute changes
- Focused attention to detail, well-organized and demonstrated ability to prioritize multiple tasks, achieve desired results and adapt favorably to changing priorities
- Develop strong trusting relationships in order to gain support and achieve results
- Strong conflict management skills
- Be flexible and available to interact with employees at all levels
- Excellent verbal and written communication skills
- Main interface for day-to-day operations with the union representatives and company stewards.
- Manage day to day aspects of the collective bargaining agreement including dispute resolution, the grievance process, and reaction to union responses
- Be a partner supporting managers in the field through continual training on rights and responsibilities to better equip them with the tools to effectively manage a union workforce.
- Build positive relationships with operations partners, union representatives, HR colleagues and specialists, and other business partners to jointly deliver business objectives and resolve issues
- Form relationships with line staff in the bargaining unit to understand concerns and head off issues.
- Foster an effective, inclusive work environment / culture and relationships, balancing employee advocacy with stewardship of company goals and values
- Coordinate all investigations involving union staff including determination and coordinating of appropriate documentation and recommend corrective action to the CEO for review and approval.
- Manage and coordinate the grievance process.
- Interface with the company’s labor attorney on aspects of the contract, responses to the union, and other legal issues.
- Assist with contract negotiations under the direction of the CEO.
- Build objective relationships with both management and union partners
- Develop various reports using excel, PowerPoint, word, and others to keep management informed of key metrics.
- Provide management training regarding labor relations, and union contract content and understanding.
- Other duties as assigned to support the Human Resources department.
WORKING AND ENVIRONMENTAL CONDITIONS:
Works in a normal office environment with usual pressures of managing personnel and dealing with time constraints. Because of multiple sites within the department and the need to meet with others within the community, it is common to drive to several locations, sometimes in inclement weather.
CONTINUOUS QUALITY IMPROVEMENT AND ETHICAL CONDUCT:
- All personnel of Matrix must adhere to the NASW Code of Ethics and incorporate Continuous Quality Improvement efforts into their everyday performance. All employee of Head Start must adhere to the federal regulations and requirements for Head Start operations including the Performance Standards, Licensing rules, and be of Good Moral Character as stated in the Code of Ethics.
- Demonstrate and actively promote an understanding and commitment to the mission and values of Matrix Human Services