Employee And Labor Relations Manager

Purpose of Position

The Employee and Labor Relations Manager is a centralized resource within FlightSafety International providing enterprise-wide policy compliance and employee relations support across all business units, as well as labor and Collective Bargaining Agreement (CBA) support where applicable. The ER/LR Manager ensures policy and contract compliance, conducts operational performance investigations, and provides guidance and clarification to the business regarding employee/labor disputes. This role requires strong partnerships with HR Business Partners, HR Centers of Excellence, Legal, and operations business leaders to formulate, recommend, and execute solutions impacting a wide range of employee issues in a fair, compliant, and empathetic manner.

Tasks and Responsibilities

The following duties are essential to the successful and satisfactory performance of this job. Other duties may be assigned.

• Consults and advises HR partners and business unit managers/leaders throughout the enterprise on compliance, investigation, and administration to company policies, internal practices, and CBAs (where applicable) across diverse workforce populations.
• Performs detailed operational and performance investigations and responds to complaints or alleged violations of company policies, rules, and standards of conduct in a thorough and timely manner; leverages investigation outcomes to be used as part of policy and/or contract compliance and disciplinary processes
• Logs and tracks discipline in accordance with company corrective action, performance management, and/or CBA procedures
• Participates in, and reviews and responds to, the grievance procedure, as applicable
• Frames employee relations through problem solving by researching, gathering data, and using a fact-based and objective approach; teaches others and applies a consistent approach to corrective action and performance management documentation in coordination with HR and business unit managers
• In consultation with Employee Relations Director, HR liaisons, and Employment/Labor Counsel, drafts corporate policy and CBA/MOU language and proposals with an eye for consistency of practice and application across populations
• Participates in CBA negotiations where applicable, including coordination with Labor Counsel, local/senior leadership, HR (including HR COEs such as Compensation, Benefits and Payroll), and business unit Finance to prepare negotiation strategies/proposals to determine feasibility, cost, effects on operations and relationships to prevailing trends in the industry and the geographic area
• Strong understanding and demonstrated application of employment and Labor laws and regulations at the federal, state, and local levels including NLRA, FLSA, Title VII, ADA and FMLA
• Supports and streamlines the enterprise outboarding and exit process for both voluntary and involuntary departures
• Leads and counsels on the enterprise ADA accommodation process in close partnership with the Leave of Absence process, including consistent governance of FMLA administration
• Supports enterprise Leave of Absence process and administration
• Supports the annual affirmative action planning process, including proactive review and ad-hoc audit thereto
• Reviews and provides approval for enterprise Telework requests, including alternative, hybrid, or remote work arrangements
• Actively participates in the development and implementation of an organization-wide positive employee relations strategy; and further supports response to organizing activity and election campaigns in compliance with NLRA and NLRB, if applicable
• Maintains tracking of employee matters, including discipline in accordance with company corrective action, performance management, and/or CBA procedures
• Maintains current knowledge and application of Employee and Labor Relations trends, legal decisions and statutory changes
• Provides departmental support while training and mentoring other Employee Relations Generalists
• Travels as required
• May perform other duties as assigned

Minimum Education

• Bachelor’s degree in Human Resource Management, Business, Communications, or related field of study, required.
• Advanced degree, a plus.
• Related certification(s) such as PHR, SPHR, HRCI, etc., a plus.

Minimum Experience

• 7+ years’ of experience in HR with demonstrated experience in Employee and/or Labor Relations
• Experience in employment compliance-driven investigations as well as policy development and implementation
• Experience in negotiating and administering collective bargaining agreements, a plus
• Experience with SAP SuccessFactors, PeopleSoft, Workday, or related HRIS systems
• Experience in project management, a plus

Knowledge, Skills, Abilities

• Excellent customer service and interpersonal skills
• Excellent organization and time management skills
• Proven ability to collaborate in a matrixed operating environment across a broad spectrum of key stakeholders and various levels of management in a professional manner
• Ability to adapt to changes rapidly and perform in a fast-paced work environment
• Results-oriented with high drive to independently achieve objectives and standards
• Solutions-oriented problem solver with a focus on continuous improvement
• Ability to consult and influence on complicated and conditional employee matters
• Excellent recordkeeping and tracking of employee matters, with high attention to timeliness and detail accuracy
• Excellent ability to understand, interpret and apply federal, state, and local employment and Labor laws
• Demonstrated experience leading a wide variety of complex investigations using established negotiation techniques
• Excellent demonstration of dispute resolution
• Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations
• High regard and demonstration for ethics and confidentiality; compliance with all company policies and procedures
• Maintains regular and punctual attendance
• Proficient with Microsoft Office suite or related software, in particular Excel, Word, PowerPoint and Outlook

Physical Demands and Work Environment

The physical demands and work environment described here are representative of those that must be met and/or encountered by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.