Participates in labor contract negotiations.
May prepare contract agreements. Must be knowledgeable in federal, state and local regulations pertaining to labor issues. Represents the organization in legal hearings on labor issues and with labor governing bodies. Makes recommendations for changes to existing policies to ensure compliance with new or proposed regulations.
| Job Title | Job Description | |
|---|---|---|
| 1 | HR Metrics Analyst II | The HR Metrics Analyst II applies analytics models and projections on organizational staffing to enhance forecasting accuracy and improve workforce decision making. Analyzes and evaluates workforce metrics to improve human resources capacity planning and maximize labor utilization rates. Being a HR Metrics Analyst II typically reports to a manager. Typically requires a bachelor's degree or its equivalent. Being a HR Metrics Analyst II contributes to moderately complex aspects of a project. Work is generally independent and collaborative in nature. Working as a HR Metrics Analyst II typically requires 4 to 7 years of related experience. |
| 2 | Chief Labor Relations Officer | The Chief Labor Relations Officer represents the organization in labor-management relations, including contract negotiations and arbitration cases. Oversees the design, implementation and maintenance of an organization's labor relations program and policies. Being a Chief Labor Relations Officer requires a bachelor's degree. Administers and interprets collective bargaining agreements, and establishes policies for reporting and addressing grievances. In addition, Chief Labor Relations Officer typically reports to top management. The Chief Labor Relations Officer manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. Comprehensive knowledge of the overall departmental function. Working as a Chief Labor Relations Officer typically requires 8+ years of managerial experience. |
| 3 | Trainer II | The Trainer II monitors the effectiveness of training on employees using individual or group performance results. Delivers company training programs and workshops to employees and managers. Being a Trainer II contributes to new training program design and existing program enhancements. Collects feedback on sessions from attendees to use for future improvements to content and presentation. In addition, Trainer II develops and creates lesson plans and training aids. May specialize in a particular subject, training program, or function of the company. Training programs may typically include topics such as supervisory/management training, work skills training, team building, and communications. Requires a bachelor's degree. Typically reports to a manager. Being a Trainer II gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. Working as a Trainer II typically requires 2 to 4 years of related experience. |
| 4 | Industrial Relations Manager | The Industrial Relations Manager ensures satisfactory labor-management relations and helps interpret collective bargaining agreements. Implements and maintains a company's labor relations programs, policies, and procedures. Being an Industrial Relations Manager requires a bachelor's degree in a related area. Leads grievance procedures including arbitrations and assists all levels of management on labor matters. In addition, Industrial Relations Manager typically reports to a head of a unit/department. The Industrial Relations Manager typically manages through subordinate managers and professionals in larger groups of moderate complexity. Provides input to strategic decisions that affect the functional area of responsibility. May give input into developing the budget. Capable of resolving escalated issues arising from operations and requiring coordination with other departments. Working as an Industrial Relations Manager typically requires 3+ years of managerial experience. |
| 5 | Marketing Generalist II | The Marketing Generalist II collects and monitors various marketing metrics to track the performance of marketing initiatives and summarizes insights to inform management. Analyzes and interprets marketing data to support an organization's marketing strategy. Being a Marketing Generalist II assists with the development of marketing materials, campaigns, and promotions. Utilizes research and analysis to define market segments and assists with developing targeted messaging. In addition, Marketing Generalist II collaborates with various stakeholders to ensure product design, marketing strategy, and organizational goals are aligned. Maintains knowledge of competitor strategies, industry trends, and consumer preferences to identify marketing opportunities or strategy improvements. May develop or lead consumer surveys to improve and refine the understanding of consumer behavior or preferences. Requires a bachelor's degree. Typically reports to a manager. Being a Marketing Generalist II occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. Working as a Marketing Generalist II typically requires 2-4 years of related experience. |
| Skills | Proficiency Level |
|---|---|
| Attention to Detail | Level 3 |
| Confidentiality | Level 3 |
| Initiative | Level 3 |