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Labor Relations Manager

Core Responsibilities
+ Advise, counsel and coach management and supervision on workforce-related issues, particularly: Collective Bargaining Agreement (CBA) interpretation/administration, discipline, policy and regulatory adherence, and Bargaining Unit compensation and benefit administration
+ Ensuring consistent administration and interpretation of Plant Rules and Policies
+ Managing coordination of Manpower changes
+ Coaching and consulting on Performance Management throughout the organization
+ Providing consultation and support regarding employee relations, staffing/talent selection and training
+ Developing and implementing process improvements related to Human Resources
+ Maintaining and applying current knowledge of employment law
+ Working closely with UAW representation to maintain a strong and effective relationship
+ Develop a comprehensive labor strategy to support the operational objectives of the plant. Manage CBA/UAW issues, including manpower placement, grievance investigations, progressive discipline, etc.
+ Support contract negotiations by identifying issues, developing proposals and building a business case to support the company?s position
+ Supervise a team of HRBP?s and Labor relations support specialists and manage their career development
+ Perform all other duties, as assigned
Required Competencies
+ Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect
+ Business Acumen: Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace
+ Hiring and Staffing: Has a nose for talent; hires the best people available from inside or outside; is not afraid of selecting strong people; assembles talented staffs
+ Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; hold frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder
+ Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team
+ Integrity and Trust: Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished trust in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn't misrepresent him/herself for personal gain
+ Ethics and Values: Adheres to an appropriate (for the setting) and effective set of core values and beliefs during both good and bad times; acts in line with those values; rewards the right values and disapproves of others; practices what he/she preaches
+ Managerial Courage: Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary
+ Composure: Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times; can handle stress; is not knocked off balance by the unexpected; doesn't show frustration when resisted or blocked; is a settling influence in a crisis
+ Organizational Agility: Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations
Additional Required Competencies
+ Perspective: Looks toward the broadest possible view of an issue/challenge; has broad-ranging personal and business interests and pursuits; can easily pose future scenarios; can think globally; can discuss multiple aspects and impacts of issues and project them into the future
+ 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
+ Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans
Minimum Education Required
+ Bachelor?s Degree in Human Resources, Business or Related Discipline
+ Master in related field preferred
Minimum Years of Experience Required
+ Ten (10) Years? Experience in Human Resources with educational requirements
+ Fifteen (15) Years? Experience in Human Resources without educational requirements
Other Requirements
+ Working knowledge of Microsoft Office
+ Experience in HR generalist leadership in a unionized, manufacturing environment
+ Experience as a key participant in contract negotiations with unions
About us
Volvo Group Trucks Operations encompasses all production of the Group?s engines and transmissions, as well as all production of Volvo, Renault and Mack trucks. The organization is responsible for spare parts supplies to the Group's customers as well as for designing, operating and optimizing logistics and supply chain for all brands, production facilities and distribution centers where the Volvo Group operates.
In Volvo Group Trucks Operations you will be part of a diverse team of highly skilled professionals who work with passion, trust and embrace change to stay ahead. We make our customers win.
Auto req ID
81573BR
Entity
Group Trucks Operations
State/Province
Virginia
City/Town
Dublin
Employment/Assignment Type
Regular
Travel Required (Maximum)
Occasional
Last application date
Functional Area
Human Resources
Volvo Group North America is an Equal Opportunity Employer E.O.E/M/F/Disability/Veteran


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