Manager, Field Labor Relations
Manager, Field Labor Relations
The Field Manager, Labor Relations will be responsible for implementing strategic planning and day-to-day administration in the area of labor relations. This individual will provide labor relations expertise and counsel to Frontier management in both union and non-union locations, support business objectives through administration of collective bargaining agreements, and manage the grievance and arbitration procedure and third-party relationship management.
- Partner with Frontier management at the regional and local levels to develop union labor relations strategy in support of business objectives, including improving customer service and operational efficiencies, and reducing costs
- Provide advice, counsel and training to managers regarding the interpretation, application, and administration of collective bargaining agreements
- Evaluate and lead/assist with effective resolution of grievances and other local conflicts resulting from labor agreements
- Provide appropriate counsel to local management regarding discipline for potential Code of Business Conduct and Ethics violations or other misconduct issues, including hands-on assistance when necessary, from conducting specific investigatory interviews to developing/executing the overall strategy for any investigation.
- Assist local management with disciplinary conferences, particularly those associated with terminations. Ensure assistance from Frontier’s Security Team when necessary.
- Assist Lead Chair in developing collective bargaining strategy and in negotiating collective bargaining agreements in support of business objectives
- Assist in preparing compensation and other cost analyses and contingency planning for work stoppages
- Implement negotiated contract changes locally and in coordination with other departments (such as Payroll and Benefits)
- Represent the Company in negotiations on an as needed basis
- Prepare for and assist with Legal/Outside Counsel in the presentation of arbitration and unfair labor practice cases
- Respond to union information requests
- Develop and maintain effective relationships with union leadership to foster and continuously improve union-management relations
- Management training and strategy development related to management/employee relations
- If or as needed, provide Human Resources support (see the section below designated “Additional Human Resources Responsibilities”)
- Other duties as assigned
- 4-year degree
- Candidate will possess a minimum of 5 years Labor Relations experience
- Demonstrated successful track record in the collective bargaining process, collective bargaining administration, grievance and arbitration processes, labor-management relations, positive employee relations and Human Resources management
- Excellent interpersonal and communication (verbal and written) skills which will enable the candidate to establish effective relationships at all levels of the organization and with external representatives
- Strong analytical abilities, including strong business acumen
- Demonstrated ability to resolve conflict through persuasion, mediation, and negotiation
- Working knowledge of state and federal labor laws such as the National Labor Relations Act, ACA, ADEA, ADA, COBRA, ERISA, FMLA, FLSA, OSHA, Title VII, workers’ compensation and unemployment
- Proficient in the use of computers, including e-mail, Microsoft Word, and PowerPoint; Excel proficiency a plus
- Equivalent combination of training and experience that provide the required knowledge, skills, and abilities.
- Position will require some travel
Additional Human Resources Responsibilities (applicable to some positions based on location and/or business needs as they may arise)
In certain locations and/or due to business needs as they may arise from time to time, this role will or may be called upon to cover certain Human Resources or other administrative responsibilities, including but not limited to:
- Assist Talent Acquisition Staff with established screening/selection processes, such as conducting onsite candidate interviews when necessary, particularly those associated with management-level positions, and otherwise providing counsel to local management regarding candidates and their potential fit for any position. Additionally, assist Talent Acquisition Staff by facilitating local recruiting efforts via local colleges/universities, technical institutions and career fairs.
- Lead onsite new hire onboarding, including transacting new hires via Personnel Action Form, completing I-9’s and coordinating with Frontier HRIS, Payroll and Security Teams to ensure a solid introduction into Frontier.
- On a day-to-day basis, handle varied issues from both local management and employees regarding wages/benefits, FMLA, accommodation requests, etc. and, at the same time, address those issues in a manner to prevent escalation further into the organization.
- Assist local management in managing employee performance management for non-misconduct performance issues, including placing employees on performance improvement plans and associated disciplinary issues.
- Facilitate local Labor/Management or other contractually-mandated committees by soliciting/selecting Company committee members and ensuring their attendance, developing agendas, etc.
- In the event of voluntary terminations, assist with online exit interviews and collection of Frontier property (e.g., ID badge, laptop and cell phone).
- Other duties as assigned
- Charleston, WV
Frontier Communications is an Affirmative Action and Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.