RALEY’S
JOB DESCRIPTION
POSITION: Director, Labor Relations
DEPARTMENT/LOCATION: Human Resources
REPORTS TO: Senior Director, Human Resources & Labor Relations
FLSA STATUS: Exempt
JOB CODE: 4306
SALARY GRADE: 13
APPROVED BY: Sam McPherson
APPROVAL DATE: May 27, 1998
SUMMARY: Under minimal supervision, negotiates, administers and interprets company-wide labor contracts. Develops and administers labor strategies, policies and practices; maintains working relationship between organization and various unions. Ensures compliance with governmental regulations. Manages and represents the company in labor-related litigation. Employees in this job classification provide professional labor relations support services to managers and executives. This job classification requires knowledge of current human resources practices and methods including compliance with state, federal, legal requirements, labor law and union contracts and the ability to implement and administer human resource programs and policies which strategically support the company’s mission and goals.
SUPERVISES: Support staff.
SPECIFIC DUTIES & RESPONSIBILITIES:
1. *Manages ongoing labor functions to include planning and developing company labor strategy. Works closely with Senior Director Human Resources & Labor Relations and management in maintaining labor programs and objectives.
2. *Oversees all company adherence to labor contracts. Acts as chief spokesperson for the company during labor negotiations.
3. *Counsels and assists all departments on specific labor relations and employment matters. Make recommendations on appropriate management actions.
4. *Establishes and maintains liaison with union officials, legal representatives, employer associations and collective bargaining groups which are involved in labor relations activities in all areas where the company operates.
5. *Serves as company representative on Taft Hartley Trust Funds.
6. *Maintains current knowledge of changes to labor laws, regulatory rulings and significant out-of-the-area labor contract settlements which impact the company. Maintains communication with senior management and district management.
7. *Develops training material related to the labor function. Ensures ongoing management development by presenting information and educational programs to district and store management.
8. Assists in developing and managing labor policies and procedures and union contracts.
9. Maintains appropriate contacts with business and industries, union and non-union associations and groups involved in labor-related activities, which could impact company operations.
10. Performs other duties as assigned.
MINIMUM QUALIFICATIONS
· Bachelor’s Degree in Human Resources or the equivalent education and experience.
· Progressive experience in human resources management, with previous solid experience as a labor relations manager.
· Experience in retail industry is preferred.
· Knowledge of effective human resources practices, methods and processes in all areas including recruiting and selection, compensation and benefits, employment law and employee relations, payroll and training and development.
· Knowledge of State, Federal and legal regulations and requirements related to human resources including ERISA, EEO, ADA, Worker’s Compensation, COBRA, Wage & Hour and others.
· Ability to communicate effectively, both verbal and written; presentation skills.
· Ability to operate a personal computer and related software including spreadsheet applications.
· Demonstrated ability to develop working relationships at all levels of the organization and with community and union representatives.
· Demonstrated abilities in planning, conflict management, organization and negotiation skills.
· Ability to maintain confidentiality of information.
Demonstrated competencies:
q Approachability - Is easy to approach and talk to; spends the extra effort to put others at ease; can be warm, pleasant and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener; is an early knower; getting informal and incomplete information in time to do something about it.
q Decision Quality - Makes good decisions (without considering how much time it takes based upon a mixture of analysis, wisdom, experience and judgment); most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.
q Customer Focus - Is dedicated to meeting expectations and requirements of both internal and external customers; acts with customer in mind; gets first-hand customer information and uses it for improvements in products and services; establishes and maintains effective relationships with customers and gains their trust and respect.
q Problem Solving – Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn’t stop at the first answers.
q Time Management – Uses his/her time effectively and efficiently; values time; concentrates his/her efforts on the more important priorities; gets more done in less time than others; can attend to a broader range of activities.
q Written Communication - Is able to write clearly and succinctly in a variety of communication settings and styles; can get messages across that have the desired effect.
q Organizing – Can marshal resources (people, funding, material, support) to get things done; can orchestrate multiple activities at once to accomplish a goal; uses resources effectively and efficiently; arranges information and files in a useful manner.
q Priority Setting – Spends his/her time and the time of others on what’s important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus.
q Peer Relationships – Can quickly find common ground and solve problems for the good of all; can represent his/her own interests and yet be fair to other groups; can solve problems with peers with a minimum of noise; is seen as a team player and is cooperative; easily gains trust and support of peers; encourages collaboration; can be candid with peers.
CERTIFICATES REQUIRED
Valid driver’s license.
PHYSICAL DEMANDS
Employees may occasionally experience the following physical demands for extended periods of time:
· Operate computer
· Frequent telephone usage
· Sitting
· Driving
WORK ENVIRONMENT
Work is performed in a business office environment. Frequent travel to other locations.
* Denotes Essential Job Function
updated 4/1/02