Labor Relations Manager - Capmetro

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, O.S.H.A. etc.
• Strong preference for multi-facility, multi-CBA work on a national scale
• 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

Skills:

• 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

Key Accountabilities:

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 General Mangers on CBA interpretation and application, ensuring that accurate and 
• 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

Additional Statements:

• Drug and alcohol screening: Employment contingent upon passing pre-employment drug and alcohol screen. Also, contingent upon receiving a favorable background check. Must pass a physical examination.
• Safety commitment: Safety is a way of life at Keolis. By placing safety first, we ensure the wellbeing of our employees, customers, and communities. Together we can become the most successful transportation company in the world. 
• Environmental commitment: Keolis is committed to protecting the environment by minimizing the impact of operations to our people and the communities in which we operate.
• EEO statement: Our policy is to afford Equal Employment Opportunity to qualified individuals regardless of their race, color, sex, religion, age, creed, marital status, national origin, ancestry, physical or mental disability, sexual orientation, or gender identification. We maintain a drug-free workplace and perform pre-employment substance abuse testing.
• Disclaimer and closing statement: The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of employees assigned to this job. Keolis is committed to offering our employees competitive compensation and benefits, opportunities for development and growth throughout an exciting and rewarding career, and the safest work environment possible