Responsibilities
The Labor Relations Manager plays a critical support role to the Director of Labor Relations, assisting in the day-to-day management of ensuring compliance with labor laws, company policies, and the Collective Bargaining Agreement (CBA).
Examples of Duties, includes but is not limited to the following:
Labor Relations & Employee Support
- Support the Director of Labor Relations in administering labor relations initiatives, including case management, grievance tracking, and policy interpretation.
- Partner with department leaders to address employee relations matters, ensuring consistent application of policies and adherence to the CBA.
- Conduct final warning consultations with leaders to ensure consistency, compliance, and proper documentation before issuance.
- Conduct exit interviews and compile data for leadership review.
- Monitor and manage the Labor Relations compliance inbox, ensuring timely and accurate responses.
Legal & Compliance Assistance
- Conduct research and prepare documentation for investigations, legal matters, and compliance purposes.
- Assist the Legal Department with preparation, review, and organization of documents for claims, hearings, and other proceedings.
- Assist with unemployment claim responses and hearing preparation.
- Maintain organized records and filing systems for grievances, investigations, and compliance documentation.
- Track and report on labor relations metrics, including grievances, separations, and EEO activity.
Training & Education
- Facilitate labor relations training for new hires and CBA-specific training for leaders and supervisors.
- Provide guidance and resources to leaders to ensure understanding of labor laws, policies, and contractual obligations.
Administrative & Project Support
- Provide administrative support, including scheduling, copying, scanning, and reporting.
- Participate in special projects and perform other duties as assigned by the Director of Labor Relations and Vice President of Human Resources.
Qualifications
- Previous hotel or hospitality experience preferred.
- Strong knowledge of federal, state, and local labor laws and regulations.
- Ability to build and maintain positive relationships with leaders, union representatives, and employees.
- Excellent communication, negotiation, and problem-solving skills.
- Strong research and analytical abilities with attention to detail.
- Ability to manage multiple priorities in a fast-paced environment while maintaining confidentiality.
- Proficiency in HRIS systems.
- 3–5 years of experience in human resources, labor relations, or employee relations.
- Experience facilitating training and delivering presentations preferred.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification a plus.
