Director, Labor Relations
Full Time
Lisle, IL 60532
$125,500 - $209,500 a year
Posted
Job description
Job Locations: US-IL-Lisle US-MO-Kansas City US-VA-Smithfield Your Opportunity:
The Director works in an effective and collaborative manner, building strong partnerships with diverse internal and external stakeholders, such as local/regional/corporate HR, business leaders as well as labor leaders (local, national, and international).
About Smithfield Foods:
As an influential and integral member of Human Resources leadership team, the Director of Labor Relations will be tasked with primary ownership, creation, and execution of a strategic and comprehensive labor strategy for union and non-union facilities throughout the Company.
The Director works in an effective and collaborative manner, building strong partnerships with diverse internal and external stakeholders, such as local/regional/corporate HR, business leaders as well as labor leaders (local, national, and international).
This position requires very extensive knowledge and experience handling complex labor relations matters and acts as the chief negotiator in contract negotiations with experience managing union free campaigns. As such, this leader will act as an advisor and facilitator to execute on the strategic labor initiatives by thinking proactively, anticipate issues, assessing risk and offering solutions to navigate the organization’s labor and employee relations’ strategy.
Salary Range:
$125,500 - $209,500
Core Responsibilities:
- Leads the strategic planning and preparation for negotiations and other bargaining related responsibilities in collaboration with the local and regional management teams
- Uses quantitative and qualitative data to influence outcomes regarding negotiation preparation, solutions to grievances and/or approach of best practices
- Represents the Company as chief negotiator in all CBA negotiations across the Company (30+ contracts)
- Interfaces regularly with the labor organization/union leaders at the local, national and international levels
- Trains and provides counsel regarding the interpretation and application of the CBA, the National Labor Relations Act, state and Federal regulations and laws and provides sound labor relations advice to all levels of management
- Evaluates grievances resulting from labor agreements to determine contractual violations and implement appropriate remedies when applicable.
- Evaluations trends in grievances across the business to identify and shift labor strategy as necessary
- Assists the plant leadership team to evaluation results from grievances to determine contractual violations and implements appropriate remedies when applicable
- Assess and provides counsel regarding legislative and arbitration decisions, industry trends and threats and stays informed of political actions that may impact the Company based on the labor environment
- Keep apprised and report as appropriate on general labor relations trends and associated legal developments and rulings with potential impact to the company;
- Provides coaching and guidance and keeps HR and Operations abreast of employee relations issues and strategies for effectively responding to potential organizing vulnerability or activity;
- Serves as a trusted business partner to the plant leadership teams to create and sustain positive employee relations programs and best practices
- Establishes and implements “union free” best practice strategies that promote employee engagement and team building and that supports Company values, cultural objectives and business goals.
- Develops proactive plans and recommends new and/or updates to existing policies and procedures to combat union threats to existing non-union facilities.
- Partners with functional HR corporate teams to ensure alignment with all labor strategies (culture and engagement, benefits, compensation, TA, etc)
The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. May per
form other duties as assigned.
Qualifications:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals to perform the essential functions.
- Bachelor’s Degree from a regionally accredited four-year college or university in HR or a related field, Master’s Degree or Juris Doctorate degree preferred
- 10+ years of related experience with at least 5+ years acting as a chief contract negotiator handling multiple CBA negotiations.
- Manufacturing experience with responsibility over multiple locations in food manufacturing experience preferred
- Strong knowledge of labor/employment law, contract negotiations and grievance resolution experience required.
- Strong ability to be influential with excellent communication and critical thinking skills
- Ability to be astute and quickly offer creative solutions to complex issue and/or pivot strategies effectively.
- Knowledge of collective bargaining including understanding of the union organization process, contract negotiations, grievance handling up through the arbitration level, multi-employer pension plans and labor and employment law including the National Labor Relations and Taft-Hartley Acts.
- Experience implementing and/or executing scalable strategies for promoting strong employee relations and organizing avoidance programs that align with the Company’s culture, cost and business objectives
- Experience running successful union free campaigns at manufacturing and distribution facilities.
- Excellent negotiation skills.
- Demonstrated leadership with conflict resolution with demonstrated results.
- Strong interpersonal, organizational and presentation skills
- Proficient computer skills to include Microsoft Office Suite.
- Ability to travel 50% + (as required) with several overnight stays in different cities
- Ability to positively engage with and influence business leaders and key stakeholders, including senior management;
- Ability to build productive relationships and collaborate / build connections with stakeholders, partners, and employees at all levels.
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Has responsiblity for the overall direction, coordination, and evaluation of a Human Resources support staff.
- Carries out managerial/supervisory responsibilities in accordance with the organization's policies and applicable laws.
- Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Primarily a corporate work environment. When at a plant facilty, the majority of the time is spent in an office setting outside of the production plant. The plant environment will include wet or humid conditions (non-weather related), extreme cold and heat (non-weather related), working near moving mechanical parts, exposure to fumes or airborne particles, and chemicals.
- Noise level in the work environment is usually moderate but can be loud if out in the production or manufacturing area of a plant.
To learn more about Smithfield’s benefits, visit smithfieldfoods.com/careerbenefits.
PEOPLE MATTER
More than 63,000 employees globally drive our success. We strive to create a fair, ethical and rewarding work environment.
GROWTH & DEVELOPMENT
Working at Smithfield isn't just a job – it's the foundation for a lifelong career with training designed to help you advance professionally.
BENEFITS
Our people matter. That's why we offer excellent, comprehensive benefits packages to our full-time employees. Also, education benefits available to full and part-time Smithfield team members on their first day of employment.
SUSTAINABILITY PLEDGE
Sustainability is ingrained in our culture and guides how we operate. We believe in innovating for the future.
Headquartered in Smithfield, Va. since 1936, Smithfield Foods, Inc. is an American food company with agricultural roots and a global reach. With more than 60,000 jobs globally, we are dedicated to producing "Good food. Responsibly®" and serve as one of the world's leading vertically integrated protein companies. We have pioneered sustainability standards for more than two decades, including our industry-leading commitments to become carbon negative in our U.S. company-owned operations and reduce GHG emissions 30 percent across our entire U.S. value chain by 2030. We believe in the power of protein to end food insecurity and have donated hundreds of millions of food servings to our communities. Smithfield boasts a portfolio of high-quality iconic brands, such as Smithfield®, Eckrich® and Nathan's Famous®, among many others. For more information, visit www.smithfieldfoods.com, and connect with us on Facebook, Twitter, LinkedIn and Instagram.
EEO/AA Information:
Smithfield is an equal opportunity employer committed to workplace diversity. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, gender identity, protected veterans status, status as a disabled individual or any other protected group status or non-job characteristic as directed by law.
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