The Labor Relations Director is responsible for all labor relations matters and related employee relations matters in his or her designated area.
This role will be the chief spokesperson in labor negotiations and will have primary responsibility for labor contract administration.
This includes planning for, negotiating and implementing collective bargaining agreement renewals.
The Labor Relations Director will proactively interact with and advise operations managers, HR partners and regional leadership on a broad range of employment and labor relations matters, including disciplinary actions, contract administration and general methods of positive employee relations.
Responsibilities include coordinating the Company’s labor relations practices within its labor relations policies and strategies.
This role will represent the Company in arbitrations and before the National Labor Relations Board.
The Labor Relations Director will respond to union organizing activity and train managers on employee relations matters.
This position reports to the Vice President of Labor Relations for Aramark’s food and facilities lines of business in the United States.
This position offers the flexibility to work from home, however, significant travel is required to allow in-person participation in trainings, organizing activities, negotiations, arbitrations, proceedings, etc.
Responsibilities and Essential Functions: Prepares and negotiates initial and renewal labor agreements in accordance with line of business and corporate mandates.
Develops cost models for use during economic negotiations.
Coordinates with operations managers, HR partners and regional leadership to obtain alignment on negotiations strategy and direction.
Drafts contract proposals and counterproposals prior to and during negotiations.
Finalizes settlements and prepares contract documents for final signature by the parties.
Prepares and distributes contract settlement summaries to operations managers, HR partners and regional leadership.
Creates presentations and conducts training to inform operations managers, HR partners and regional leadership regarding labor relations issues.
Manages arbitrations, grievances and unfair labor practice charges including drafting, opening and closing briefs.
Contributes to the development and improvement of Company-wide standardized practices, processes and forms.
Provides consultation regarding multi-employer benefit and pension plans.
Conducts management training related to Positive Employee Relations (PER) and other timely topics.
Collaborates to ensure legal compliance by reviewing federal, state, and local regulatory requirements and disseminating, explaining, and consulting regarding those requirements.
Manages union contracts and is responsible for developing and maintaining relationships with union leadership and agents.
Prepares for and assists operations managers and regional leadership in dealing with potential labor disputes, strikes, work stoppages and other concerted activity, including advising on appropriate courses of action involving satisfactory resolution of disputes, security issues, employee concerns and media/public relations considerations.
Provides insights on labor relations trends and patterns and translates them into proactive proposals.
Collaborates with other departments including HR, Operations, Finance, Total Rewards, Global Security, Corporate Communications, Legal and Compliance.
Works with external vendors to develop and deliver proposed labor relations related services on-time and within budget.
Performs other duties as assigned or requested.
Qualifications Experience and Education Requirements Minimum of 7 years of labor relations or similar experience in a multi-contract, multi-union, complex environment.
A Bachelor’s Degree in a relevant field of study is required.
An Advanced Degree, such as an MBA, JD or Master’s in Industrial Relations is preferred.
Travel Requirements Must be willing and able to travel more than 50% of the time.
Travel requirements are currently less than 50% due to the global pandemic, but are expected to reach those levels again during the course of calendar year 2021.
Knowledge, Skills and Abilities: Demonstrated ability in labor negotiations and experience as first chair negotiator.
Working knowledge and interpretation of the National Labor Relations Act.
Excellent organizational and interpersonal skills.
Ability to manage competing priorities between multiple business units.
Thorough knowledge of employment principles, practices and applicable regulations.
Demonstrated leadership, change management, and success in planning, leading and driving change in a large organization while meeting or exceeding business objectives.
Demonstrated business savvy to effectively communicate and work with other executives and leaders in support of achieving business goals.
Deep understanding of the financial aspects of labor relations, including wage and benefits costs.
Intermediate level or better proficiency in Microsoft Word, Excel and PowerPoint.