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Senior Employee Relations Specialist

Accident Fund Holdings, Inc Southfield Full-Time
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This position is responsible for interacting with various leaders and/or designees from business units to manage and support the Employee and Labor Relations function. The incumbent will serve as a consultant to leaders in maximizing business results through the application of the HR strategies, metrics and practicesThe incumbent will provide reliable business direction and counsel on HR related issues and/or services while ensuring consistency and compliance with corporate policies and applicable regulatory requirements.This position is also responsible for interacting with various leaders, designees from business units, HR Business Partners and the UAW to support the organization's desire to create an inclusive culture to support a creative and productive workforce.In addition, the incumbent will coordinate the development, implementation and administration of company policies, unemployment insurance, Affirmative Action and EEOC, and Union Grievance activities. The incumbent will assist in the development, training, implementation and/or administration of employee and labor relation strategies.The position counsels management on the proper handling of human resource issues including, performance improvement, disciplinary actions, terminations, lay-offs and reductions in force. This position is a strategic partner that will engage in and support strategy discussions while representing employee interests and impacts relative to business needs and organizational infrastructure.

RESPONSIBILITIES/TASKS:

  • Create a strategic relationship between HR by partnering with business leaders that enable the achievement of high performance and excellent business results by providing value-added solutions.

  • Engage in and support strategy discussions. Proactively identify opportunities to reach business goals, assess scope, and identify where challenges may exist.

  • Assist department leaders in the development and application of organizational development strategies and processes and assess organizational development needs for represented employees through the Performance and Quality process (PQ Standards). Lead the design, development and implementation of programs, policies and strategies.

  • Deliver innovative programs, tools and processes that enable leadership to identify, develop and retain talent.

  • Lead and/or advise leadership and HR Business Partners responsible for bargaining unit staffing processes, including UAW contract administration of seniority, qualifications, post and bid requirements, layoff, recall, temporary employees, contracted work and bumping requirements. Develop project plans, solutions for opportunities, support implementation process and measure, track and report results/performance.

  • Provide HR Business Partners with guidance to develop and implement strategies for staffing bargaining unit with best talent and ensure engagement and retention.

  • Effectively counsel leadership in the areas of succession planning, performance management, and employee development. Leads investigation and analysis of issues of concern and makes both recommendations and appropriate decisions regarding consequences when warranted.

  • Exchanges information clearly and concisely to present ideas, report facts, influence decisions in order to act as a liaison between executives, department heads, employees, union officials and customers to maintain build trust in the integrity and fairness of the HR team.

  • Provides leadership and company oversight of the union relationship and labor relations strategy. Serves as a technical expert and works with the Director to make decisions on labor agreement administration. Provides timely and accurate advice on contract interpretation to leadership and staff.

  • Responsible for employee relations matters involving both bargaining and non-bargaining unit (NBU) employees.

  • Participate in and/or lead joint Labor/Management meetings, training, contract negotiations, and collaborative process.

  • Effectively counsel leadership in the handling of employee grievances. Partners with Operational managers/directors to lead the second step of the grievance process.

  • Partner and integrate service delivery with HR enterprise counterparts to ensure consistency in philosophies and alignment with business goals.

  • Conduct analysis and recommend the appropriate course of action providing the most efficient and cost effective business solution.

  • Ensure compliance and consistency to HR practices, and adherence to applicable regulatory requirements at the federal and state levels.

  • Manage transactional requests, edit and/or create policies, procedures and/or programs that aid in the provision of HR related services and/or solutions

  • Help guide and develop the HR team that is constantly seeking innovative approaches and solutions to advance the organization.

  • May serve as back-up to the HR Director.

This position description identifies the responsibilities and tasks typically associated with the performance of the position. Other relevant essential functions may be required.

 

Recommended skills

Industrial Relations
Training
Organization Development
Succession Planning
Performance Management
Labor Relations
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Job ID: 19-1930

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