This role is responsible to drive the company’s labor relations strategy, collaborate with business leaders and other various stakeholders, make process improvements, standardize policies, provide training and develop cultural initiatives across our unionized manufacturing facility. This role works with both our union and non-union populations and requires a leader who creatively solves business challenges, including, but not limited to succession planning, talent acquisition, employee relations and performance management.
Develops and communicates a fundamental cultural and communication plan for approximately 300 union employees.
Establishes and maintains relationship with union leadership while balancing company position.
Provides information, technical advice, and creative and supportive assistance to managers and supervisors on issues and procedures affecting bargaining unit employees.
Analyzes complex labor relations issues and the implications of laws and regulations which affect the employment relationship.
Develops and presents training programs for frontline leaders, gathering data and needs through partnership with the business related to labor agreement interpretation and applicability on topics such as disciplinary procedures, grievance handling, the Employee Assistance Program, and other topics, as needed.
Confers with HR team members, union, and department representatives to resolve a variety of issues related to implementation of the collective bargaining agreement, on subjects such as wages, hours, and working conditions.
Builds a local community network, utilizing creative means, and beyond for talent acquisition, management, and trends in manufacturing.
Coaches manufacturing supervisors and leaders in effective execution and administration of performance management.
Identifies key processes within site HR that need improvements in order to drive labor relations strategy
Participates in the arbitration process in a variety of roles: researcher, witness, advocate for the Company's position, and analyst for arbitration results, providing technical information and support to legal staff in representing the Company's position.
Analyzes cost and administrative implications of proposals for contract provisions, grievance or arbitration settlements, and impact negotiations; drafts proposals for contract language.
Partners with colleagues and appropriate HR subject matter experts in gathering, analyzing and presenting recommendations for on-going negotiations.
Analyzes Labor and Employee Relations data and data sources to support department metrics, regulatory requirements, and issue resolution. Creates and presents reports and presentations to HR Team and Operations Team, as necessary.
Facilitates grievance process including scheduling, documentation and facilitates the process for 3rd step grievance meetings.
Serve as a flexible and adaptive member of the Human Operations team
Education: Bachelor's Degree in Human Resources or related field or equivalent years of experience required.
Certification: Certified in Labor Relations preferred.
3-5 years experience in a mid-high volume recruiting
Technically savvy with intermediate level experience in MS Office Suite
Experience working in HRIS systems and comfortable with reporting and data analytics
Experience: 5-7 years union relations experience, including contract negotiations experience in Human Resources or leadership within a union manufacturing environment.
Must be a “hands-on” professional with a knowledge of employee and labor relations, leadership development, training, organizational development, performance management, compliance issues, communications, exempt and non-exempt staffing, and compensation/benefit administration.
Has a preference for building relationships, meeting people where they are at and is as comfortable with being a visible preference on the production floor as they are in front of a leadership audience.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Office Position: Ability to perform sedentary work, spending extended periods of time working with a computer. Physical effort may include stooping, kneeling, touching, feeling, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, talking, hearing, and repetitive motions. Clarity of vision to see near and mid-range. Ability to lift and carry up to 10 lbs.
This specification is intended to indicate the kinds of tasks and levels of work difficulty that will be required of positions that will be given this title and shall not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct, and control the work of employees under his/her supervision. The use of a particular expression or illustration describing duties shall not be held to exclude other duties not mentioned. Ability to competently perform all the essential duties of the position, with or without reasonable accommodation, demonstrated commitment to effective customer service delivery, and the ability to work productively as a member of a team or work group are basic requirements of all positions at Garlock.
Garlock is a subsidiary of EnPro, a leading industrial technology company using material science to push boundaries in semiconductor, life sciences, and other technology-enabled sectors. We are a leader in sealing technologies, advanced surface technologies, and highly engineered materials. Our products and services are sold into more than 40 distinct end-markets that touch our lives every day – from food and pharmaceutical facilities to semiconductor clean rooms, from agricultural robots that help grow your food to last-mile technologies that deliver it to your doorstep, from commercial aviation to space exploration, and much more in between. Our commitment to innovation, quality, and value has propelled our brands to wide recognition and leading positions in their markets.
EnPro is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.
GLOBAL PERFORMANCE: Nearly half of annual sales are generated in markets outside the U.S.