Director Labor Relations

Responsibilities:
- Partner with the Regional Vice President of HR to build and deploy a comprehensive plan to develop a human resources practices guide (playbook).  Lead implementation of the guide across the region and ensure consistent application on a daily basis.
- Lead a team of regional employee relations business partners operating as an internal case management team.  The ER partners will focus on investigating employee complaints, handling grievances, responding to employment claims (e.g. unemployment, wage & hour, EEOC, etc.,) employee terminations and facilitate positive work climate initiatives.  
- Provide effective policy and practice guidance to field HR leaders.  Work closely with the VP of HR to ensure corporate reduction in force guidelines are followed.  Hire, develop and retain capable ER/LR partners. 
- Build employee / labor relations business partner expertise and capabilities. Provide guidance to the team on assigned activities and ensure follow-through on assigned cases and activities.  Evaluate partner performance and provide appropriate guidance and/or recognition.   
- Works with division and corporate labor relations professionals to develop strategies for contract negotiations.  Work with designated lead negotiator to ensure desired contract terms and conditions are attained.  Inform Regional Senior Leadership Team on the status of contract talks and challenges.
- Lead the administration of the CredoSpeak survey and work with local management teams and HR Partners to design effective response programs to employee feedback.  Effectively handoff the implementation of CredoSpeak response programs to area HR Business Partners.
- Develop a comprehensive region positive work climate strategy to enhance employee engagement.  Include field human resource partners in the development and execution.  Provide regular updates to the Region Senior Leadership Team on our progress against desired outcomes.  Assist with the development of progressive employee and labor relations approaches to enhance the "Employee Experience".  Establish meaningful metrics to track the effectiveness of employee relations interventions.