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Director, Labor Relations

Location: Portland
Posted on: January 26, 2023

Job Description:

Vigor expects all employees to enhance the atmosphere in which they work by living the Vigor Values every day. Truth:We seek the truth, and we speak the truth
Responsibility:We act on what we know is right
Evolution: We seek mastery, and adapt to a changing world
Love:We care about the people we work with, and the world we live in POSITION SUMMARY: Under the direction of the VP of HR, the Director of Labor Relations will be responsible for ensuring that Vigor values, strategies and operating goals form the basis for our labor relations' practices. This position will be responsible for interpreting and applying Vigor policies, and collective bargaining agreements to the work environment in order to strengthen management and employee capabilities and will be responsible for union contract review and negotiations, corrective action recommendations, conflict resolution and legal compliance. The Director serves as Vigor's key resource to leadership on labor related matters and will be an advocate in arbitrations and other formal hearings before neutral hearing officers or administrative law judges. ESSENTIAL FUNCTIONS AND MAJOR RESPONSIBILITIES: (This list is not intended to detail all aspects of the assigned work but is representative of the job's overall responsibilities.)

  • Manage labor relations program for the organization; analyze collective bargaining agreement to develop interpretation of intent, spirit, and terms of contract
  • Advise Management and Union Officials in development, application, and interpretation of labor relations policies and practices according to policy
  • Proactively work with operations leadership to help them achieve their business goals, answering questions involving the collective bargaining agreements, giving advice and counsel on discipline related matters and guidance on workplace changes that may impact represented employees.
  • Oversee all NLRB actions and local grievances to ensure consistent handling and recordkeeping across locations. Attend Stage 3 grievance meetings with the union to investigate and resolve grievances; advocate Company interests in arbitration cases and National Labor Relations Board Charges
  • Meet with representatives of recognized labor organizations to build relationships
  • Monitor implementation of policies concerning wages, hours and working conditions to ensure compliance with terms of labor contracts
  • Lead or assign appropriate leadership for all labor contract negotiations. Recommend and gain approval for bargaining strategy and overall cost
  • Review and research labor and benefit related questions, statutes, regulations, pending and current legislation and evaluate the impact on Vigor operations
  • Plan, assign, direct, review and evaluate the work of operational HR staff
  • Recommend program changes related to union benefit programs and policies including but not limited to benefits, D&A, compensation, Vigor advancement philosophy, etc.
  • Act as a liaison to Accounting, HR and union trusts to ensure that labor related payments are made timely and properly; H&W, pension, dues, etc. and that proper records are maintained
  • Provide strategic oversight and recommendations on Vigor's participation, liabilities, costs and direction in multi-employer pension plans. Determine and direct appropriate involvement in union trusts as necessary. Monitor legislative activity that impact program areas
  • Partner with Operational leaders and business HR Managers to develop and provide LR training to managers and supervisors
  • Evaluate the labor relations function and structure to improve efficiency and effectiveness
  • Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks
  • Inspire a sense of urgency in responding to opportunities and issues
  • Champion Vigor's Values and instills the same in others
  • Challenge the status quo and champions continuous improvement
  • Works to achieve standards of excellence with our work processes and outcomes
  • Perform other duties as assigned JOB SCOPE : The person must use sound judgment and independent decision making when carrying out job responsibilities. He/she has the ability to influence and recommend modifying existing work processes. The Director is held accountable for the efficient use of the group's resources, personnel and otherwise, to meet the business needs across the locations. The role operates at a more senior level of decision making with lower level of oversight by the VP of Human Resources. SUPERVISORY RESPONSIBILITY: Supervises three to five Human Resource Labor Relations professional and administrative staff members. Supervision is general in nature, but may require more hands on supervision in some situations. Serves as an internal consultant and facilitator in area of assigned responsibility. KNOWLEDGE SKILLS AND ABILITIES: To perform this job successfully, an individual must be able to perform each principal responsibility satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the principle responsibility.
    • Ability to establish and maintain effective working relationships with labor organizations and associations and employees at all levels
    • Demonstrated team and individual leadership skills
    • Demonstrated trust and integrity, high ethical standards, interpersonal competence and the ability to prevent, reduce and resolve conflict
    • In-depth communications skills: demonstrated ability to present material orally or in writing in an articulate and concise manner; demonstrated ability to listen to and process other's points of view
    • In-depth decision making and negotiation skills; demonstrated ability to recognize alternatives, evaluate relevant information and make timely decisions
    • Knowledge of Federal and State Employment / Labor law compliance (NLRA, LMRA and other employment laws)
    • Demonstrated ability to generate new ideas and process improvements; challenges the status quo and champions new initiatives
    • Ability to communicate clearly and effectively, both orally and in writing
    • Ability to conduct research, prepare and present information and materials in clear and concise manner
    • Ability to handle confidential information; use initiative and good judgment
    • Ability to negotiate, deal tactfully and persuasively with others in controversial situations
    • Ability to justify and project the consequences of decisions and or recommendations
    • Ability to prioritize and deal with conflicting workload requirements
    • Ability to work efficiently under stressful situations involving confrontation and conflict
    • Ability to effectively supervise staff
    • Ability to meet deadlines
    • Ability to handle internal and external contacts, members of the public and agencies with courtesy, diplomacy, and tact
    • Ability to efficiently operate computer software (advanced word processing, spreadsheet, presentation and database) necessary to perform task of more than ordinary difficulty with time constraints
    • Ability to analyze complex reports and information and utilize the same efficiently;
    • Dependable and punctual EDUCATION AND/OR EXPERIENCE: Sufficient training, education, and increasingly responsible experience to demonstrate possession of the required knowledge, skills and qualifications are required.
      • Four (4) year degree from an accredited college or university or 5-10 years of equivalent work experience
      • Extensive experience working in labor and human resources with specific emphasis on labor relations, policy and contract administration, leadership development and conflict resolution. Proven knowledge of state and federal employment and labor laws a must.
      • Significant experience in the administration of collective bargaining agreements, including representing management in discussions / negotiations with labor representatives
      • Demonstrated experience providing sound advice to management in the application of employment law, Vigor policies and contract language.
      • Substantial experience in the administration of disciplinary processes under a collective bargaining agreement, interpretation and administration of the terms of collective bargaining agreements, grievance administration and resolution CERTIFICATES, LICENSES AND REGISTRATIONS: PHR/SPHR is preferred. PHYSICAL/MENTAL DEMANDS: The role requires physical and mental stamina appropriate to the performance of assigned duties. The following represent illustrations of requirements- sitting or standing for extended periods of time; primarily in an office setting but at times the work requires going into a heavy industrial setting. Mental ability to evaluate, assess and manage complex problems and policy related matters, at times in emotionally charged situations. He/she may be required to work nights or weekends and travel to various operational locations. Work involves walking, talking, hearing, using hands to handle, feel or operate objects, tools or controls and reaching with hands and arms. Vision abilities required by this job include close vision and the ability to adjust focus. The employee may be required to push, pull, lift and/or carry boxes or containers. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. WORK ENVIRONMENT: The work environment for this job is potentially hazardous due to travel to and inside ships as well as travel around ship repair yard. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must have the ability to perform the essential job duties with or without reasonable accommodation and without posing a direct threat to safety or health of employee or others . Summary Our goal is to provide a strong compensation package in support of industrial jobs that matter - to the local economy - and communities in which we operate. To achieve this goal, Vigor's total compensation philosophy will remain flexible and therefore, subject to periodic review and revision to assure it continues to be sustainable and that is supports the Vigor Code and Culture Values. Vigor's total compensation philosophy considerations include the following:
        • Objective is to attract and retain the best performers.
        • Base pay for positions shall be set slightly below market.
        • Base pay provided to individuals shall be determined in consideration of market data, internal equity, and overall job performance.
        • Annual cash compensation, which includes base pay and incentive compensation bonus, shall be target to be above market when the Company's overall financial performance has been positive.
        • Encourage leadership and competency building by linking career development and individual performance to greater income earnings opportunities.
        • Employee health, welfare and 401K retirement benefits taken together are above market average provided overall company performance remains positive. Vigor and its wholly owned subsidiaries provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veterans, age, disability or genetics. In addition to federal law requirements, Vigor complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, benefits, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Keywords: VIGOR INDUSTRIAL, Portland , Director, Labor Relations, Executive , Portland, Oregon

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