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As the Labor Relations Senior Director, you will provide dedicated and reactive labor relations (LR) expertise to operations consistent with the company’s overall LR and human resources strategy. In this role, you will work with the Vice President of Labor Relations and establish relationships across the organization as well as national labor leaders.
You will focus on mitigating the potential negative impact of labor issues, while cultivating dedicated employee relations efforts to create alignment and consistency while driving accountability within the function.
As a chief negotiator representing management in direct union negotiations, you will also develop the collective bargaining strategy for operations with union representation in collaboration with operating management to meet and support overall strategic objectives while maintaining overall responsibilities leading union avoidance campaigns, strategy and training.
In addition, you will counsel managers and employees, regarding the interpretation and application of collective bargaining agreements as well as the intent,application, and compliance requirements of labor and regulatory laws. You will evaluate grievances and other local conflicts resulting from the labor agreements to determine if contractual violations have occurred and implement appropriate remedies to grieving parties.
Additional responsibilities include:
-Ensuring labor relations plans are implemented, as agreed with local management, to mitigate negative impact of any issues on continued operations.
-Creating and implementing "Early Warning" systems to identify labor relations issues that may intensify beyond the local level.
-Establishing and implementing best practice strategies that promote employee engagement and team building to support Company values and business goals.
-Developing and implementing proactive positive employee relations strategies, including manager training, with processes to identify locations with high risk for union organization and creating action plans for reducing that risk. -Creating Labor Relations programs, tools and resources, incorporating best practices from field operations, to serve as resources for the field and support the creation of alignment, consistency and accountability in the management of labor issues.
-Developing sustainable relationships with senior management in order to facilitate effective dialogue to address and resolve issues and implement effective workplace practices.
-Building relationships with key labor organizations in the Americas, including relationships with various national labor union organizations and their key representatives to create a positive platform to address issues as they arise and build future relationship equity by obtaining input on a dedicated basis.
-Collaborating with management by providing input and perspective in areas beyond labor relations, such as Employee Engagement and Employee Relations, Employee Communications, HR Policy and Compliance activities and Code of Conduct communications, to ensure that labor implications have been considered and addressed.
-Identifying standard methodologies and emerging issues in the areas of LR and employee engagement.
-Incorporating best practices into current strategy and practices, as appropriate.
**This position can be remote**
-Minimum 12 years of progressive experience in either leading labor function or in labor leadership role including:
-Experience with developing and implementing proactive union
-Experience developing and guiding leadership through union organizing campaigns
-Experience as the chief negotiator in contract renewal negotiations and a track record of success in establishing credibility with major unions.
-Supervisory and leadership experience.
-Demonstrated expertise in developing and implementing both dedicated and reactive LR strategy and plans in close collaboration with operations leadership.
-Employment & Labor Law:Knowledge of major labor laws such as NLRA, Taft-, regulatory laws that affect employment, including understanding of ADA, FMLA, and Title VII/Civil Rights Act.
-Collective Bargaining Knowledge and Experience: collective bargaining process, union organization process,
contract negotiations, grievance handling, and labor and management relationships.
-Grievance Resolution knowledge of procedures used to investigate and resolve employee grievances.
-Employee Relations knowledge of the broad range of relationships that could impact the employee/employer
relationship. This includes knowledge of federal and state laws, company policies, practices and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to employee and labor relations
-Corporate Social Responsibility and Workplace Accountability: Knowledge of current and leading edge developments, organizations, key players and practices.
-Must be able to travel up to 75% as required.
-Additional Labor Relations training
-BS Degree required in Management,
-Human Resources Law Degree preferred
Company, through our unmatched breadth of service offerings, is transforming the delivery of health care services in the U.S. We are an innovative, fast-growing company guided by values that focus on teamwork, integrity and respect for our colleagues and customers. What are we looking for in our colleagues? We seek fresh ideas, new perspectives, a diversity of experiences, and a dedication to service that will help us better meet the needs of the many people and businesses that rely on us each day. As the nation’s largest pharmacy health care provider, we offer a wide range of exciting and fulfilling career opportunities across our three business units – MinuteClinic, pharmacy benefit management (PBM) and retail pharmacy. Our energetic and service-oriented colleagues work hard every day to make a positive difference in the lives of our customers.
Company is an equal opportunity employer. We do not discriminate in hiring or employment against any individual on the basis of race, ethnicity, ancestry, color, religion, sex/gender (including pregnancy), national origin, sexual orientation, gender identity or expression, physical or mental disability, medical condition, age, veteran status, military status, marital status, genetic information, citizenship status, unemployment status, political affiliation, or on any other basis or characteristic prohibited by applicable federal, state or local law. Company will consider qualified job candidates with criminal histories in a manner consistent with federal, state and local laws. Company will not discharge or in any other manner discriminate against any Colleague or applicant for employment because such Colleague or applicant has inquired about, discussed, or disclosed the compensation of the Colleague or applicant or another Colleague or applicant. Furthermore, we comply with the laws and regulations set forth in the following EEO is the Law Poster: EEO IS THE LAW and EEO IS THE LAW SUPPLEMENT
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. If you require assistance to apply for this job, please contact us by clicking EEO AA Company
Company does not require nor expect that applicants disclose their compensation history during the application, interview, and hiring process.
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