JOB SUMMARY

The Labor Relations Manager trains and assists the district management team with contractual, state, and employment laws and regulations (e.g., National Labor Relations Act, Family Medical Leave Act, Human Resources,etc.). He/She is a liaison between union officials and UPS management and staff. The district Labor Relations Manager represents UPS in disciplinary, grievance, and panel hearings. He/She interfaces with both internal and external legal council for guidance to resolve article provision deviations contained in collective bargaining agreements (CBAs). This position is accountable for contractual application and compliance consistency between UPS and respective unions. The district Labor Relations Manager executes Labor Relations functions, processes, and interpretations (e.g., contract negotiation, grievance handling, progressive discipline, arbitration preparation, local issue settlements, etc.).

The Labor Relations Manager collaborates with Business Agents and management to implement best practice initiatives for developing cooperative communications and work processes. He/She counsels management (e.g., Operations, etc.) and union representatives to clarify contractual language application and labor agreement practices. This position audits CBA issues (e.g., 9/5, supervisors working, etc.) to highlight division, center, and individual areas of improvement.

OTHER DUTIES

• Implements new labor programs to build relationships with management and union leaders for a strong and healthy work environment.
• Promotes training initiatives to collaborate with union leadership and garner support for UPS policies.
• Monitors reports (e.g., 9/5 compliance, attendance, overtime, etc.) to ensure CBA article compliance and consistency.
• Coordinates Labor Relations activities to advice of local labor agreements, contract interpretations, and grievance handling processes.
• Conducts Labor Relations investigations to address contractual deviations and to resolve cases.
• Presents UPS's position during panel hearings to complete the grievance process and strive for optimal outcomes.
• Holds others accountable to established performance levels to achieve individual and group goals.

PREFERRED COMPETENCIES

• Identifies the business problem that requires research; identifies sources of information that are relevant to a problem; reviews literature and data related to the research question; summarizes information from data sources.
• Understands how labor and employment laws impact specific jobs; describes current wage, hour, and benefit standards; identifies instances of non-compliance involving recruitment, interviewing, candidate selection, and discipline and follows procedures for resolving them; involves appropriate internal and external parties in resolving labor and employment issues.
• Demonstrates an understanding of labor contract provisions; identifies typical root causes of employee issues; resolves routine labor issues; recommends changes that enhance labor relations.
• Demonstrates a basic understanding of the functions, regulations, and procedures of compliance agencies or governing bodies; takes a leadership position in programs that reduce risk and enhance safety.
• Demonstrates active listening, asks open-ended questions, and effectively uses a variety of media (data show, flip charts, etc.); demonstrates a basic understanding of group dynamics and team development; identifies resources needed to conduct a successful meeting; summarizes participants’ contributions and provides follow-up communications and notes.
• Demonstrates an understanding of negotiation techniques; identifies stakeholders/participants that should be involved in negotiations; demonstrates an understanding of each party’s objectives.
• Generates reports in appropriate format using basic software; reviews reports to ensure accuracy and completeness; identifies some problems with report generation (e.g., missing variables, incorrect data, etc.)
• Demonstrates a basic knowledge of risk management fundamentals.
• Demonstrates and explains proper processes, procedures and methods for small package operations; demonstrates a basic knowledge of common tools, equipment, and technology used within the operation.
• Demonstrates a working knowledge of techniques for soliciting and gathering information; identifies appropriate sources of information.

MINIMUM QUALIFIERS

• Bachelor’s Degree-Labor Relations-Preferred

UPS is an equal opportunity employer – race/color/religion/sex/national origin/veteran/disability/sexual orientation/gender identity

Founded on a $100 loan in 1907, 2 teenage boys opened up a messenger service in a 6 by 17 foot office located just below the sidewalk on Second Avenue and Main Street in Seattle, WA. Messengers ran errands, carried notes, hand baggage, and delivered trays of food for customers. They also delivered packages, traveling by streetcars and bicycles for longer trips, and later using motorcycles.