For almost 200 years, PQ Corporation has envisioned the future of performance materials, chemicals and catalysts through collaborative innovation, making products that touch all of us, every day.
We are a leading global provider of specialty catalysts, materials, chemicals, and services that enable environmental improvements, enhance consumer products, and increase personal safety.
Manager/Director of Labor Relations
The Manager/Director of Labor Relations will Lead the Industrial Relations function in all matters affecting the represented and management represented workforce in plant operations for PQ Corporation in the US... Included are: labor relations, employee relations, non-union wage increases, organization effectiveness, union organization prevention, and governmental compliance.
Develops corporate labor relations objectives in support of company strategies, policies and philosophies.
Establishes collective bargaining goals to achieve contract settlements that are aligned with corporate objectives, budgetary guidelines, and accepted Company and industry practices.
Prepare and possibly conduct arbitration cases/deal with the EEOC (with legal representation) on complaints and investigations.
Acts as the official company spokesperson in the collective bargaining process and on all other occasions where the formulation, interpretation and administration of labor relations policy and/or legislation is required, e.g., grievances, arbitrations, EEOC and National Labor relations Board hearings.
Establishes and monitors programs and practices to prevent union or third party representation or intervention at non-union locations. Directs all company efforts to refute such representation. Direct similar efforts at non-union location if union employees express a desire to become non-union.
Conduct investigations into employee complaints and implement appropriate corrective actions. This includes specific employee complaints, harassment complaints, conduct complaints/suspicions, Cardinal Rule violations and Concern Line complaints.
Evaluates salaried and hourly compensation programs to insure compliance with company policy and to provide for internal and external equity. Communicates new benefit programs and changes to existing programs to all employees at plant locations.
Evaluates salaried and hourly compensation programs to insure compliance with company policy and to provide for internal and external equity.
Coordinate wage increases for the non-union plants.
Act as sounding board for Operations Management and influence their decisions consistent with the Company Philosophy on fair treatment of all employees and compliance with the applicable collective Bargaining Agreements.
Coordinate terminations of both hourly and salaried employees. Develop and execute general releases when appropriate.
Provides consulting services to insure employee development consistent with corporate objectives and individual timetables by working closely with the VP Talent Management. Provides individual and group training within the human resources discipline for legal compliance and employee development as assigned by the VP Talent Management.
Researches new legislation and develops policies and procedures to insure that all activities within the areas of responsibilities are in compliance with applicable federal, state and local laws and regulations. Provides training and guidance to management to assure same. Directs efforts of outside legal counsel when situations of a complex nature exist.
Must be able to go into very tense situations and successfully resolve issues without alienating the management team, unions, or employees.
Participates in the professional recruitment and internal placement process as needed. Should be involved in plant management recruiting.
Participates in design of benefit plans as appropriate and negotiates same
Bachelor's degree in Human Resources/Labor Relations or related field (Master's Degree would be preferable)
Demonstrated track record of accomplishments in the Labor area of Human Resources.
Strong influencing skills with solid knowledge of Labor/Employment Law.
Ability to navigate ambiguous situation and resolve successfully
Strong team player. Must be able to build relationships with the HR team from a remote location as well as the corporate operations teams.
Strong Leadership Skills. Must be able to effectively communicate and influence both horizontally and vertically throughout the organization. Needs to build respect within all level of the organization.to gain the necessary credibility required to be successful in this position.
Multi-site HR responsibility is a must.
Strong multi-tasking skills and ability to manage several issues at one time is critical for the position.
Strong analytical skills required to analyze contract and grievance costs and have the required insight into investigations to get to the actual facts.
Strong communication skills (verbal and written) required.
Strong presentation skills required
Must have 10+ years of Labor Relations experience with a demonstrated track record as first chair in contract negotiations.
Must have experience in managing multiple Union Business Agents and develop an effective working relationship with them.
Must have a minimum of 5 years in managing the HR function at multiple sites (3 or more sites).
Must have prior experience in investigating complex employee issues including successful resolution.
Prior grievance adjudication experience including arbitration preparation with arbitration advocate experience as a plus.
Prior experience in handling EEOC Complaints and working with counsel during EEOC investigations.
A minimum of 3 years of HR generalist experience in addition to the above labor relations experience is required with a working knowledge in recruiting, employee development, payroll, benefit design, compensation, and all areas of HR.
Prior experience in managing Unfair Labor Practice Charges or DOL Complaints with counsel is required.
Travel is approximately 50%