Labor Relations Manager

Basic Qualifications

For this position to be successful, the incumbent should have:

• Minimum 8 years of experience in an industrial environment. 
• Minimum 5 years of labor relations experience. 
• This position is subject to the International Traffic in Arms Regulations (ITAR), which requires U.S. person status. ITAR defines U.S. person as an U.S. Citizen, U.S. Permanent Resident (i.e. ‘Green Card Holder’), Political Asylee, or Refugee. 

Preferred Qualifications

For this position to be successful, preference is given to candidates with: 

• A Bachelor’s degree in Human Resources, Labor Relations, or a related field from an accredited institution.
• A Master’s degree in Business Administration or Human Resources from an accredited institution. 
• PHR and/or SHRM-CP certifications. 
• The ability to effectively communicate (verbally and written) and delegate while maintaining forward motion on key deliverables.
• A high degree of interpersonal skills to motivate and influence others, including those not under their direct supervision.
• Demonstrated ability of problem solving, systems thinking, project management, and team building.
• Demonstrated knowledge of federal, state, and local employment laws and regulations, including but not limited to, EEO, ADA, ADEA, FLSA, Title VII, and FMLA.
• Demonstrated knowledge, skill, and experience in contract language/negotiations, arbitration, grievance, and employment/labor law. 
• Excellent influencing and negotiation skills. 

Working Conditions

This position involves moderate exposure to risk of accident and requires following basic safety precautions. Work is normally performed in an interior office space. While not exposed to hazardous materials, this position requires wearing full PPE to protect from mobile equipment and hot materials when on the shop floor. 

This position requires light physical activity, walking, sitting, and standing for extended periods of time. 

This position also requires a willingness to maintain a moderately flexible work schedule to meet the needs of personnel across all three operational shifts.   

Primary Purpose of Job

Under the direction of the Human Resources Manager, this position is responsible for leading business critical HR strategies and implementing employee relations approaches to help achieve Cleveland Operations goals, while partnering with the Operations Department’s management team and union (UAW and IAM) leaders to help achieve their strategic and tactical plans and advance a complimentary and sustainable people system. The incumbent provides leadership and deploys sound employee relations practices to further key Human Resources related initiatives that concern employment and labor law, industrial relations, compliance line, worker’s compensation, diversity/EEO, union strategy, and hourly employment practices and policy.  

Accountability Objectives

Responsibilities include but are not limited to:

• Revising, developing, and applying employee relations tactics, goals, and rules to reframe relationships with the respective unions. 
• Representing Division interests in the negotiation of labor agreements within the parameters defined by the Business Unit and Corporate management. This includes providing counsel concerning strategic Labor Relations plans and issues and consulting with Corporate and other internal and external resources concerning issues with potential impact across business units. Referring conflicting positions to senior management for resolution. 
• Conducting Grievance hearings during the final step of the Grievance Process. Representing Division interests in the arbitration process, which includes assuming the role of Company advocate when necessary.  
• Providing Operations Department management with advice concerning all employee relations matters. 
• Coaching and training Cleveland Operations personnel on HR strategies and practices that will positively impact the business and generate positive change. 
• Fostering and facilitating connections with local union representatives. Acting as the primary point of contact for all local labor issues and tactics. 
• Reframing employee relations through problem solving/learning organization tactics and driving solutions to root cause to eliminate waste. 
• Evaluating, managing, and enhancing Cleveland Operations’ employee relations process. 
• Managing delivery and continuous improvement processes for employee relations programs and participating in ongoing needs analysis. 
• Consulting with all levels of management, including legal, state, and federal agencies to enhance productivity, ensure compliance, minimize the potential for litigation, and provide advice regarding aspects of employee relations activities that may not be defined within existing policies and procedures. 
• Driving proactive positive change to lead to a high performing organization. 
• Implementing local hourly practices that enhance productivity and efficiency. 
• Delivering standard HR processes related to specific areas of focus including, but not limited to, salary planning, organizational design and coaching, workforce planning, incident investigations, staffing roles (job postings, interviewing, selection), and training. 
• Ensuring that all employment practices under their control including hiring, promotions, demotions, and discipline are conducted in compliance with EEO laws and Howmet Aerospace policy. 
• Performing other duties as assigned.