The Human Resources Manager is responsible for leading core HR functions with a strong emphasis on labor relations, union contract administration, and employee relations. This role partners with leadership to ensure compliance with collective bargaining agreements, employment laws, and company policies while fostering a positive and productive work environment. Essential Duties and Responsibilities Serve as the primary point of contact for union representatives and employees covered under collective bargaining agreements (CB - As). Interpret, administer, and ensure compliance with CB - As. Lead or support collective bargaining negotiations, including preparation, strategy development, and contract execution. Manage and respond to grievances, including investigations, documentation, and resolution at various steps of the grievance process. Represent the company in labor arbitrations and hearings. Maintain constructive labor-management relationships. Provide guidance to managers on employee relations issues, disciplinary actions, and conflict resolution. Conduct workplace investigations and recommend appropriate actions. Ensure consistent application of policies and procedures across union and non-union populations. Ensure compliance with federal, state, and local employment laws (e.g., FLSA, NLRA, ADA, FMLA). Maintain accurate HR records and documentation related to labor relations and personnel actions. Advise leadership on risk mitigation strategies related to employment practices. Support performance management processes, including coaching managers and addressing performance issues. Partner with leadership on workforce planning, engagement, succession planning, and talent development. Assist in recruiting, onboarding, and retention strategies where needed. Oversee day-to-day HR activities including policy implementation, onboarding, benefits coordination, and HRIS management. Analyze HR metrics and trends to support business decisions. Support organizational change initiatives, including restructuring or workforce transitions. Coach, mentor, and develop direct reports to achieve goals. Perform other duties as assigned. Knowledge, Skills, Competencies, and Abilities Ability to drive shifts in agent mindset with strong coaching capability. Strong influence on business leadership decision-making. Expertise in labor relations and business management coaching. Confidence in delegating tasks and responsibilities. High tolerance for ambiguity and complex environments. Experience in conducting investigations and resolving employee conflicts. Skill in managing conflict while maintaining strong stakeholder relationships. Required Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required. 5 years of HR experience, with significant union/labor relations experience required. Proven experience managing grievance processes and collective bargaining agreements. Strong knowledge of labor laws (NLRA) and employment regulations. Experience advising leadership in a manufacturing, distribution, or industrial environment (if applicable). Experience participating in or leading contract negotiations preferred. HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. Experience with multi-site or multi-union environments preferred. .buttontext 7 b 0 da 82831271932 a{ border: 1 px solid transparent; } .buttontext 7 b 0 da 82831271932 a:focus{ border: 1 px dashed #ff 6800 !important; outline: none !important; }