Director, Labor Relations
Company: VIGOR INDUSTRIAL
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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