labor relations manager

EFS Facilities Services Group (EFS)

<div>
 
 
 Job Summary:
 
 
 
 We are seeking an experienced and proactive
 
 Industrial Relations HR Manager
 
 to oversee and manage all aspects of industrial and employee relations across the organization. The ideal candidate will serve as the primary liaison between management and labor unions, handle conflict resolution, ensure compliance with labor laws, and foster a positive and productive working environment.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Develop and implement IR strategies and policies that align with business objectives and legal requirements.
 </li>
 <li>
 Manage and maintain strong working relationships with employee unions and other labor representatives.
 </li>
 <li>
 Lead and support collective bargaining negotiations and ensure timely and effective resolution of issues.
 </li>
 <li>
 Advise senior management on IR matters, labor law changes, and associated risks.
 </li>
 <li>
 Handle disciplinary actions, grievances, and disputes in accordance with legal and organizational standards.
 </li>
 <li>
 Ensure compliance with labor legislation, collective agreements, and internal policies.
 </li>
 <li>
 Represent the company in labor-related legal proceedings, as required.
 </li>
 <li>
 Conduct regular audits of IR practices and prepare reports for leadership.
 </li>
 <li>
 Deliver training and support to HR teams and line managers on IR policies and procedures.
 </li>
 <li>
 Drive employee engagement initiatives to foster a positive work culture and minimize conflict.
 </li>
 </ul>
 
 
 
 
 
 Qualifications:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s or Master&rsquo;s degree in Human Resources, Industrial Relations, Law, or a related field.
 </li>
 <li>
 Minimum of 7&ndash;10 years of experience in industrial relations, with at least 3 years in a managerial role.
 </li>
 <li>
 Strong knowledge of labor laws, industrial relations practices, and dispute resolution techniques.
 </li>
 <li>
 Proven experience in dealing with unions and handling negotiations.
 </li>
 <li>
 Excellent communication, interpersonal, and conflict-resolution skills.
 </li>
 <li>
 Ability to work independently and collaboratively with various stakeholders.
 </li>
 <li>
 Strong analytical and problem-solving abilities.
 </li>
 </ul>
 
 
 
 
 
 Preferred Skills:
 
 
 <ul>
 <li>
 Legal background or experience in labor law litigation.
 </li>
 <li>
 Experience in a manufacturing, logistics, or unionized environment.
 </li>
 <li>
 Certifications in labor relations or mediation.
 </li>
 </ul>
 
 
</div>

Human Resources Manager/ Industrial Relations Manager

Cleveland-Cliffs

<div><div>Cleveland-Cliffs Steel has an immediate need for an experienced Human Resources / Labor Relations Manager at our Coatesville, PA facility. This role is critical in fostering a collaborative labor environment, ensuring compliance with labor laws, and managing complex grievance and arbitration processes. The ideal candidate will serve as a key liaison between management and union representatives and work closely with external legal counsel on labor-related matters.
Summary of Responsibilities:<ul><li>
Serve as the primary point of contact for union representatives and manage day-to-day labor relations.</li><li>
Lead and support grievance investigations, responses, and resolution processes.</li><li>
Represent the company in arbitration hearings.</li><li>
Ensure compliance with collective bargaining agreements (CBAs), federal and state labor laws, and internal policies.</li><li>
Partner with external legal counsel on labor disputes, arbitrations, and regulatory matters.</li><li>
Provide guidance and training to managers on labor relations practices, contract interpretation, and employee discipline.</li><li>
Monitor labor trends and proactively address potential issues.</li><li>
Maintain accurate documentation of labor relations activities and case files.</li><li>
Assure efficient application of the CBA as it applies to such areas as scheduling and utilization of bargaining unit employees, overtime, seniority applications, discipline, staffing, contracting out etc.</li><li>
Effectively manage NLRB, EEOC, PHRC, OSHA to prevent and minimize any charges brought against the Company by union and employees.</li><li>
Responsible for compensation, training, recruiting, and employee relations activities.</li><li>
Monitor resources, staffing, and administration.</li><li>
Administer policies and procedures in compliance with corporate programs.</li></ul>
Minimum Qualifications:
<ul><li>Minimum of 5&ndash;7 years of progressive HR experience with a strong focus on labor relations in a unionized environment.</li><li>
Demonstrated experience managing grievances, arbitrations, and union negotiations.</li><li>
Knowledge of labor laws, NLRB processes, and employment regulations.</li><li>
Excellent interpersonal, negotiation, and conflict resolution skills.</li><li>
Ability to work collaboratively with internal stakeholders and external legal counsel.</li><li>
High level of discretion and professionalism in handling sensitive matters.</li></ul>
Preferred Qualifications:<ul><li>
Experience in Steel or Heavy Industrial Operations environment</li><li>
Experience working with Workday HRIS</li><li>
SHRM-CP/PHR Certification</li></ul>
Cleveland-Cliffs Inc. is the largest flat-rolled steel company and the largest iron ore pellet producer in North America. The Company is vertically integrated from mined raw materials, direct reduced iron, and ferrous scrap to primary steelmaking and downstream finishing, stamping, tooling, and tubing. We offer an excellent total compensation package including competitive pay with variable compensation opportunity, health insurance, retirement plan, education assistance, paid time off and more.</div><div>
Cleveland-Cliffs Inc. is committed to working with and providing reasonable accommodation to individuals with disabilities. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please send an e-mail to careers@clevelandcliffs.com or call 1(312) 899-3097 and let us know the nature of your request and your contact information. Do not email your application materials to this email address. Application materials sent to this email address will not be considered.Cleveland-Cliffs Inc. is an equal opportunity employer - M/F/Veteran/Disability. We are a drug-free workplace and conduct pre-employment screening as a condition of employment.</div></div>

Manager Human Resources and Labor Relations

Johnson & Johnson

<div>At Johnson &amp; Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at https://www.jnj.com
Job Function:
Human Resources
Job Sub Function:
Employee &amp; Labor Relations
Job Category:
Professional
All Job Posting Locations:
Tampa, Florida, United States of America
Job Description:
We are searching for the best talent for Manager, Employee &amp; Labor Relations to be in Tampa, Florida.
The Manager, Employee &amp; Labor Relations (ERLR) is an individual contributor who works independently with minimal supervision. Serves as a trusted advisor to field managers and team partners to provide guidance on a wide range of employee relations/labor relations issues. Participates in proactive employee relations/labor relations initiatives that contribute to overall strategy of departments.
Key Responsibilities include:<ul><li>
Timely completion and ownership of assigned employee relations cases, documenting investigation findings according to best practices.</li><li>
Interprets company policies and processes to ensure consistent application and alignment with company priorities.</li><li>
Addresses employee grievances and escalates critical or complex issues to management.</li><li>
Implements training on best practices in areas of performance management, discipline, and other employee relation matters.</li><li>
Maintains in-depth knowledge of legal requirements and regulations in order to reduce legal risks and ensure regulatory compliance.</li><li>
Provides guidance, risk assessment, and expertise to management to ensure fairness and compliance.</li><li>
Coaches and trains junior colleagues in techniques, processes, and responsibilities.</li><li>
Leads ERLR projects and work streams</li><li>
Delivers ERLR data and insights to HR and business partners</li><li>
Integrates Johnson &amp; Johnson&rsquo;s Credo and Leadership Imperatives into decision making.</li><li>
Understand the Key Performance Indicators and operational metrics that are critical to managing service delivery in order to achieve Service Level Agreements and meet customer service standards. Interpret and translate business metrics into insights.</li><li>
Make recommendations on continuous improvement opportunities to enhance provision of services by reviewing and providing feedback on operational processes, policies, standard operating procedures and work instructions and introduce key improvement plans for execution.</li></ul>
Qualifications:<ul><li>
A minimum of a bachelor&rsquo;s degree is required.</li><li>
A minimum of 6 years of progressive HR experience with a concentration in Employee Relations, Labor Relations, and HR Generalist experience researching, investigating, and addressing employee misconduct and below job performance standards; providing guidance to management</li><li>
High results orientation and ability to motivate team to high levels of performance</li><li>
Ability to work independently in a high-volume, fast-paced, and matrixed environment</li><li>
Strong organizational and decision-making skills</li><li>
Experience using HRIS and Service Center technologies</li><li>
Strong understanding of HR Operations</li><li>
Experienced in development and reporting of HR analytics to manage performance and drive data-based decisions for HR and the organization at scale</li></ul>
Johnson &amp; Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status or other characteristics protected by federal, state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act.
Johnson and Johnson is committed to providing an interview process that is inclusive of our applicants&rsquo; needs. If you are an individual with a disability and would like to request an accommodation, please email the Employee Health Support Center (ra-employeehealthsup@its.jnj.com) or contact AskGS to be directed to your accommodation resource.
#LI-Hybrid</div>

Manager, Employee & Labor Relations

Department Of Health

<div><div><div><div>This position is in the Office of the Director, Office of Human Resources, DC Health. The Supervisory Employee and Labor Relations Specialist (Employee and Labor Relations (ELR) Manager) provides leadership of the agency&rsquo;s employee and labor relations program, medical leave management programs, risk management and time and labor. This includes providing technical guidance and advice to the agency leadership; developing and managing effective working relationships with labor unions; strategic planning; developing policies, procedures, and guidelines; as well as other services related to employee and labor relations. The ELR Manager will develop operating procedures consistent with the District of Columbia&rsquo;s employee and labor relations program.
Major Duties and Responsibilities
Plans, initiates, directs, coordinates, and evaluates appropriate administrative and management activities required to ensure the efficient and legally compliant operation of the Employee Relations/Labor Relations function within the Department of Health. Serves as the agency subject matter expert and advisor to management and staff regarding employee and labor relations issues and concerns, such as employee grievance negotiations and union contract administration and arbitration, preparation of notices of proposed disciplinary actions (including performance-based actions) and decisions. Consults with and collaborates with the respective subordinate subject matter experts, individually and collectively, to plan, direct, and coordinate activities that are in compliance with the requirements of Collective Bargaining Agreements, responsive to employee and supervisor requests for the status of paid leave programs and FMLA management. Initiates and implements timely resolutions for grievances and requests for performance evaluation reviews and, coordination of EEO and other investigations and administrative hearings. Develops and presents formal and informal training sessions for various management or employee groups regarding employee relations, leave, performance management or related human resources topics. Researches, reviews and advises agency officials on legislative matters that impact employee and labor relations, leave programs, Worker's Compensation and ADA accommodations and Risk Management. Tracks and provides guidance when the ADA, Worker's Compensation and District leave programs overlap.<div>
Initiates, performs, or reviews special projects, and/or activities pertinent to the development, evaluation and recommendations concerning the resolution and adjudication of employee and labor relations and performance issues, as appropriate. Provides a full range of supervisory services for subordinate staff. Makes staff selections, recommends promotions, provides performance ratings and standards and necessary training, approves/disapproves leave, initiates necessary disciplinary action, and assigns ,adjusts, directs and reviews staff work, as needed. Provides or ensures the provision of staff training necessary to keep staff abreast of the changes in governing and related regulatory, legislative matters, or agency matters which impact the performance of duties. Prepares draft grievance responses for senior staff, reviews new and pending cases and decisions, researches legal and regulatory concerns and serves as an expert witness representing the agency as required. Provides advisory services to agency officials on the courses of action concerning disciplinary cases and other matters which affect the wages, hours and terms and conditions of employment as covered by union contracts. Manages and provides leadership for the annual performance evaluation reconsideration committee for the Department of Health; and provides reports/responses to management and others, as appropriate regarding committee activities. Serves as a liaison to the Office of Labor Relations and Collective Bargaining (OLRCB) on matters of mutual concern. Coordinates and facilitates the quarterly Labor and Management Meetings for the Department of Health. Serves on DOH recruitment interview panels or other subject matter expert panels, as directed.</div>
Qualifications and Education
Applicants must have at least one (1) year of specialized experience equivalent to the grade 13 level, or its non- District equivalent. Specialized experience is experience which is in or directly related to the line of work of the position and has equipped the applicant with the knowledge, skills, and abilities to successfully perform the duties of the position.
It is highly preferred that the incumbent of this position possess a combination of at least five years of direct work experience overseeing and/or performing employee and labor relations and risk management, with some district government employee relations experience.
Expertise in the application of Federal and District of Columbia Employment laws, including but not limited to: District Personnel Manual (DPM), Title VII (Civil Rights Act), Executive Order 11246, FLSA, ADA, EEO, FMLA, ADEA, ERISA, NLRA, other District peer agencies (Office of Human Rights, Office of Risk Management, Office on Aging, etc.); and other applicable regulations, policies, procedures is strongly desired.
Licenses and Certifications
SHRM certification or its equivalent is highly preferred.
Working Conditions / Environment
The incumbent must be able to carry out official duties in a variety of settings and conditions. Routine work will occur primarily in an office setting.
Other Significant Facts
Agency Wide Consideration: Qualified individuals that submit applications for this vacancy may be considered for other current open vacancies for which they qualify within DC Health.
Tour of Duty: Monday - Friday 8:15am - 4:45pm. Flexible schedules including telework and compressed schedules may be offered.
Area of Consideration: Open to the Public
Promotion Potential : No Known Promotion Potential
Duration of Appointment: MSS At-Will - This is a Management Supervisory Service (MSS) appointment. Persons appointed to MSS positions do not acquire permanent status but serve at the pleasure of the appointing personnel authority and may be terminated at any time.
Pay Plan, Series and Grade : MS-201-14
Collective Bargaining Unit (Union): This position is not in a collective bargaining unit.
Position Designation: This position has been designated as Security Sensitive. Pursuant to section 410 of Chapter 4 of the D.C. Personnel Regulations; in addition to the general suitability screening, individuals applying for or occupying security sensitive positions are subject to the following checks and tests:
(a) Criminal background check;
(b) Traffic record check (as applicable);
(c) Consumer credit check (as applicable);
(d) Reasonable suspicion drug and alcohol test; and
(e) Post-accident or incident drug and alcohol test.
EEO Statement: The District of Columbia Government is an Equal Opportunity Employer. All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.</div></div></div></div>

Supervisory HR Specialist (Employee/Labor Relations)

DP World

<div>Responsibilities and Duties:
<ul><li>Monitor and ensure compliance with policies concerning wages, hours, and working conditions as per labor contracts.
<ul><li>Identify and implement an HRIS to capture employee details, generate timely reports, and provide self-service tools for employees to interact with HR functions.
</li><li>Lead to digitalize all HR operation process to be aligned with the global transformation changes.
</li><li>Prepare periodic reports and provide necessary information on departmental activities to the HR Manager.
</li><li>Support the Compensation &amp; Benefits manager to deploy benefit packages aligned with legal requirements, including policies for illness, injury, layoff, or retirement.
</li><li>Oversee medical coverage activities, liaise with medical service providers, and resolve urgent cases promptly.
</li><li>Act as the primary linking between HR and employees, ensuring clear and professional communication on policies, procedures, and updates.
</li><li>Address employee queries, grievances, and work-related concerns promptly to foster a positive working environment.
</li><li>Regularly engage with all staff to understand their needs, improve collaboration, and maintain alignment with HR policies.
</li><li>Supervise hiring and resignation processes, including contracts, social insurance, and government-mandated forms.
</li><li>Maintain personnel records and ensure compliance with legislation.
</li><li>Provide guidance during labor relations discussions, draft proposals, and facilitate meetings with union representatives.
</li><li>Manage internal investigations, recommend disciplinary actions, and ensure compliance with labor laws and company policies.
</li><li>Monitor attendance policies, oversee time tracking, and ensure alignment with Egyptian labor laws.
</li><li>Implement and supervise promotion, transfer, and blue-collar performance appraisal processes.
</li><li>Maintain professional communication with governmental authorities (Labor Office, Social Insurance Authority) and ensure compliance with all regulatory requirements.
</li><li>Advise on appropriate legal actions for employee-related issues and handle personnel-related hearings and investigations.
</li><li>Plan, direct, supervise, and coordinate work activities related to employment, labor relations, and employee relations.
</li><li>Lead subordinates effectively, providing mentorship and ensuring alignment with organizational goals.
</li><li>Evaluate personnel problems, propose solutions, and develop strategies for improving HR operations.
</li><li>Lead cost-reduction initiatives while maintaining appropriate service levels.
</li><li>Foster collaboration with managers, executives, and employees to address workplace concerns and promote alignment with HR initiatives.
</li><li>Ensure effective communication and engagement with all teams to support organizational objectives
</li></ul></li></ul>Requirements:
<ul><li><div>Bachelor Degree
</div></li><li><div>8 years&rsquo; Experience working with labour Management
</div></li><li><div>English/ Arabic Speaker
</div></li><li><div>Fully conversant with safety Procedures
</div></li><li><div>Customer Service Orientation
</div></li><li><div>Org. Awareness
</div></li><li><div>Analytical skills
</div></li><li><div>Advanced Excel
</div></li><li><div>Negotiation skills
</div></li><li><div>Monitor and complete contract close-out , Extension or renewal as appropriate
</div></li><li><div>Communicate contract &ndash;related information to all stakeholders.</div></li></ul></div>

Assistant HR Manager – HR Operation

The Citizens Foundation (TCF)

DescriptionThe Assistant Manager &ndash; Legal &amp; Employee Relations will be responsible for overseeing all legal matters, ensuring compliance with labor laws, and fostering a positive employee relations environment. This role involves providing legal support to management, managing employee grievances, ensuring adherence to policies, and mitigating legal risks while building a fair, transparent, and compliant workplace culture.<ul><li>Support the implementation of employee relations strategies to promote a fair, respectful, and compliant workplace environment.</li><li>Assist in the resolution of employee grievances, complaints, and disciplinary matters by conducting preliminary fact-finding and coordinating with relevant HR and management teams.</li><li>Provide legal input on labor laws, employment matters, and organizational policies under the guidance of senior legal staff.</li><li>Draft and review employment contracts, agreements, MoUs, and other legal documents as assigned.</li><li>Assist in preparing documentation for legal proceedings and liaising with external legal counsel and regulatory authorities.</li><li>Participate in the monitoring and analysis of trends in employee concerns and grievances to support proactive interventions.</li><li>Coordinate awareness sessions and assist in the development of training content related to grievance handling, workplace conduct, and compliance.</li><li>Maintain accurate records of complaints, resolutions, and legal correspondence while ensuring confidentiality and data integrity.</li><li>Support in tracking legal expenses, coordinating with external lawyers, and processing related documentation and invoices.</li><li>Contribute to policy reviews and development through legal research and benchmarking exercises.</li><li>Provide administrative and operational support for legal and employee relations matters as needed.</li></ul>Required Skills<ul><li>Strong knowledge of labor laws, employment regulations, and compliance requirements in Pakistan.</li><li>Proven experience in handling employee disputes, disciplinary actions, and conflict management.</li><li>Excellent drafting, negotiation, and communication skills.</li><li>Ability to work under pressure, maintain confidentiality, and build trust across all levels of the organization.</li></ul>EducationLLB/LLM (or equivalent law degree) from a recognized institution.Experience4-5 years of relevant experience in legal advisory and employee relations, preferably in a corporate or NGO environment.Job Type: Full-timeApplication Question(s):<ul><li>What is your Current Salary?</li><li>What is your Expected Salary?</li><li>Are you willing to negotiate?</li></ul>Work Location: In person

Assistant Manager – Employee Relations & Legal

Enhance Recruiting

<div>
 
 
 SUMMARY
 
 
 
 Seeking a Senior HR Manager for a growing paper packaging manufacturer in the Pryor, Oklahoma area. This position offers a unique opportunity to lead strategic HR initiatives in a dynamic, unionized manufacturing environment while contributing to a culture of continuous improvement and operational excellence.
 
 
 
 
 
 
 RESPONSIBILITIES
 
 
 <ul>
 <li>
 Serve as the primary liaison between management and union representatives.
 </li>
 <li>
 Lead grievance investigations, disciplinary actions, and arbitration processes.
 </li>
 <li>
 Support contract negotiations and labor strategy development.
 </li>
 <li>
 Leverage extensive employee relations experience under a collective bargaining agreement.
 </li>
 <li>
 Promote a positive and inclusive workplace culture.
 </li>
 <li>
 Provide coaching and support to supervisors and employees.
 </li>
 <li>
 Conduct investigations and resolve employee concerns in a timely, fair manner.
 </li>
 <li>
 Oversee recruitment, onboarding, and retention strategies for hourly and salaried roles.
 </li>
 <li>
 Partner with operations to ensure staffing levels meet 24/7 production demands.
 </li>
 <li>
 Support performance management, succession planning, and employee development.
 </li>
 <li>
 Lead a team of three HR professionals while supporting attract-and-retain objectives and HR initiatives.
 </li>
 <li>
 Ensure compliance with federal, state, and local employment laws (e.g., FMLA, ADA, FLSA, OSHA).
 </li>
 <li>
 Maintain accurate HR records and reporting.
 </li>
 <li>
 Lead safety and wellness initiatives in collaboration with EHS teams.
 </li>
 <li>
 Monitor key HR metrics (turnover, absenteeism, etc.) and recommend improvements.
 </li>
 <li>
 Facilitate reporting of HR analytics, monthly HR initiatives, and company announcements.
 </li>
 <li>
 Promote change initiatives through proactive communication and relationship building.
 </li>
 <li>
 Introduce and support continuous improvement concepts while providing guidance and oversight to reach intended objectives.
 </li>
 </ul>
 
 
 
 
 
 REQUIREMENTS
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources, Business Administration, or related field (equivalent experience will be considered).
 </li>
 <li>
 5+ years of progressive HR experience in a manufacturing or industrial setting in an HR Generalist, HRBP, or HR Manager role.
 </li>
 <li>
 Strong union labor relations experience (contract interpretation, grievance administration, etc.).
 </li>
 <li>
 Proficiency in Microsoft Office (Outlook, Teams, Word, Excel, PowerPoint).
 </li>
 <li>
 Superior operational abilities and extensive knowledge of HR disciplines including compensation, benefits, health management, and talent development.
 </li>
 <li>
 Experience in paper, pulp, or similar heavy manufacturing industries.
 </li>
 <li>
 Excellent interpersonal, communication, and conflict resolution skills.
 </li>
 <li>
 Proven ability to build trust and credibility with both hourly and salaried employees.
 </li>
 <li>
 Hands-on, approachable leadership style with a strong sense of urgency.
 </li>
 </ul>
 
 
</div>

Senior Human Resources Manager

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