Senior HR Director - Labor Relations-Focused (Troy, MI)

Read on to find out what you will need to succeed in this position, including skills, qualifications, and experience.Senior HR Director - Labor Relations-Focused (Troy, MI)Summary - The Senior HR Director will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource department, ensuring legal compliance and implementation of the organization's mission and talent strategy. In addition, the Senior HR Director will have a focus in handling Labor Relations and Employee Development for the organization. Essential Duties and Responsibilities includes the following. Other duties may be assigned. Senior Management Responsibilities:Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management.In conjunction with the senior management team, develops human resources strategies designed to meet employee needs while aligning with the organization's goals and mission.Establishes organizational human resources policies and sets standards governing recruiting and onboarding, training and career development, employee relations, and compensation and benefits planning.Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics.Advises subordinate staff and line management in the application of HR policies within the organization.Develops and implements departmental budget.Ensures the company adheres to Headcount and Employee Cost targets to the extent feasible.Labor Relations Responsibilities:Handles routine labor relations and human resource inquiries related to policies, procedures, and bargaining agreements; refers complex matters to appropriate management staff.Serves as the initial contact and liaison for intake and assessment of employee complaints.Conducts initial interviews and gathers information for employee relations matters such as harassment allegations, work complaints, or other concerns; informs appropriate HR staff when additional investigation is required.Collects information and data to assess cost and policy implications of negotiations and disputes. This may include management and union proposals, pay scales and wages, benefits, working conditions, and other mitigating circumstances.Advises all involved parties in a labor relations dispute with the goal of reaching a fair and amicable resolution that satisfies all parties' needs.Investigates and interviews appropriate staff and conducts necessary research to verify pertinent facts.If mediation fails, suggests and arranges for the matter to proceed to arbitration.Actively listens to all sides of a disagreement; seeks understanding of undisputed facts, identifies areas of mutual agreement, and suggests possible areas for compromise.Compliance Responsibilities:Assists with recordkeeping related to hiring, termination, leave, transfer, and promotion particularly as related to Equal Employment Opportunity (EEO), affirmative action, and diversity initiatives.Conducts surveys, interviews, and other research related to human resource policies, compensation, and other labor negotiations.Maintains knowledge and understanding of laws and regulations related to EEO, affirmative action, collective bargaining, unions, labor relations, and human resources.Work with legal on the preparation of plans, policies, documents, and reports including EEO-1, affirmative action plans, organizational charts, labor agreements, and employee handbooks.Applies knowledge of business, legal, and industry best practices to help involved parties reach an agreement.Performs other duties as assigned.Employee Development Responsibilities:Trains and coaches managers, supervisors and others involved in employee development efforts.Formulates and leads the company's initiatives on talent development, employee retention and succession planning. Including rotational development programs for Plan Manager succession planning.Develops and maintains organizational communications such as intranet bulletin boards and newsletters to ensure employees have knowledge of training and development events and resources.Assess company efforts on diversity and cross-cultural inclusion programs, establish best practices and identify programs to remove barriers that affect staff retention and advancement.Actively searches, creatively designs and implements effective methods to educate, enhance performance and recognize performance.Develops coaching strategies, implements dialogues that address specific concerns and issues, and oversees resolution of conflicts/disputes relating to diversity and/or cross-cultural initiatives and activities.Qualifications:MUST HAVE experience working with multiple collective bargaining agreementsCapacity to serve as a successful member of the executive management team that provides company leadership and directionDemonstrated ability to lead and develop HR staff members in a hybrid environment.Excellent interpersonal, negotiation, and conflict resolution skills.Excellent organizational and time-management skills with the proven ability to meet deadlines.Thorough understanding of global human resources and diversity principles, practices, and procedures.Strong analytical and problem-solving skills.Thorough understanding of laws, regulations, and guidelines related to HR and contract negotiations.Excellent written and verbal communication skills.Advanced with Microsoft Office Suite or similar software.Education and/or ExperienceBachelor's degree in Human Resources, Labor Relations, or a related fieldAt least 12+ years of labor relations or employee relations experienceExperience with navigating and negotiating Collective Bargaining AgreementsWork Schedule - Full time. Monday - Friday, 8:30am - 5:30pm. Required in office full-time. However, occasional work from home will be an option. Occasional travel will be required 15% of the time. Offices are located only nationwide. Competitive Benefits and Compensation Package15 days Paid Time Off (PTO) during first full calendar-year of service12 paid holidays3 days paid bereavementUp to 20 days paid jury leaveMedical, dental, and vision insurance, with option for dependent coverageCompany-paid basic life, short-term disability, long-term disability, and AD&D insurance401k with employer matchTuition reimbursement programCareer development opportunitiesReferral bonus for all successful full-time referralsAnnual opportunities for increases and bonusesPay - Salary of $160,000 year with bonus and stock options. Actual rate dependent on location, skills, education, experience and other business factors. Our Culture BeneSys wants to be a great service provider to the members we serve, and we recognize we can only do that if we are also a great employer with successful employees. In short, our success is driven by our employees' successes. We want to be a place where people want to work, feel proud of what they do and feel fulfilled both professionally and personally. We want to create a place where employees can find long-term growth and potential. Our culture focuses on three core values: Collaboration: working together across 31 locations to achieve the best for the company and our clientsDedication: striving to create an environment where all employees work toward a common goal while committing to providing the best customer service to our members and our colleaguesIntegrity: doing what we say we will do. Upholding strong ethical and moral principlesADA & EEOReasonable accommodations will be made so that qualified individuals with disabilities are able to complete the application process and, if hired, fulfill the essential functions of their job.#J-18808-Ljbffr

Created: 2024-11-06