Conduct regular labor relations training for managers and supervisors.
Ensure compliance with all applicable labor laws and regulations.
Develop and implement effective labor relations strategies.
Advise management on labor relations issues.
Manage union negotiations and collective bargaining agreements.
Mediate disputes between management and employees or unions.
Administer grievance procedures.
Identify and analyze workforce trends.
Monitor employee satisfaction and engagement levels.
Collaborate with other HR functions to support employee development initiatives.
Create and maintain positive relationships with union leaders.
Conduct research on labor market trends.
Maintain knowledge of industry-specific labor laws.
Develop and deliver effective communication strategies related to labor relations.
Foster a culture of open communication between management and employees.
Facilitate conflict resolution between management and employees.
Manage the performance and development of labor relations staff.
Track and report on key labor relations metrics.
Provide guidance on disciplinary actions related to labor relations issues.
Anticipate and respond to changes in the labor market landscape.
Advise on appropriate staffing levels based on business needs and union agreements.
Build strong relationships with external stakeholders, such as unions or government agencies.
Develop comprehensive labor relations policies and procedures.
Champion diversity, equity, and inclusion initiatives within the workplace.
Analyze data to identify opportunities for improvement in labor relations practices.
Establish trust-based relationships with relevant stakeholders.
Conduct regular employee surveys to gather feedback on labor relations practices.
Evaluate the effectiveness of existing labor relations programs and make recommendations for improvement.
Stay up-to-date on emerging trends in labor relations technology and tools.
Act as a liaison between management and legal counsel regarding labor law matters.
Provide guidance on the interpretation of collective bargaining agreements.
Review and assess the impact of proposed new policies or practices on existing labor relations processes.
Facilitate negotiations related to working conditions, hours, wages, or benefits.
Represent management in arbitration proceedings related to labor disputes.
Build trust between management and union representatives through frequent communication and collaboration.
Address complaints related to discrimination or harassment in the workplace.
Develop and implement diversity recruitment strategies to attract a more representative workforce.
Advocate for the rights of workers across all levels of an organization.
Work collaboratively with cross-functional teams to address business challenges from a labor relations perspective.
Ensure that union contracts are accurately interpreted and implemented by management teams.
Participate in industry associations to stay abreast of best practices in labor relations management.
Conduct regular assessments of organizational culture relating to employee engagement and satisfaction.
Develop employee retention strategies aimed at retaining top talent within the company.
Collaborate with other HR professionals to ensure alignment on key people-related initiatives.
Partner with talent acquisition teams to support recruitment activities with clear guidelines around union representation.
Monitor political developments that may impact local or national labor laws, informing internal stakeholders accordingly.
Develop contingency plans for potential workforce disruptions due to labor disputes or work stoppages.
Analyze data related to compensation frameworks and recommend adjustments where necessary to ensure competitiveness in the job market.
Integrate digital tools into labor relations practices where appropriate, for example using automated chatbots to respond to employee grievances in real-time.
Work with managers to identify opportunities to align collective bargaining agreements with overall business strategy.
Develop constructive relationships with local media outlets, ensuring accurate representation of business position during times of conflict or negotiation.
Communicate regularly with employees around key milestones relating to union negotiations or dispute resolution process.
Advocate for flexible scheduling arrangements that accommodate worker preferences while also aligning with business objectives.
Analyze data around absenteeism rates, identifying patterns that may indicate underlying issues that need addressing.
Assist management teams in navigating complex leave policies, legal requirements, and union agreements around time off work.
Develop learning modules for managers around managing out-of-scope employees alongside represented workers.
Work with cross-functional teams to design a fair, transparent process for performance management that is compliant with union contracts.
Champion workplace safety initiatives; proactively dealing with any concerns raised by workers or unions around unsafe working conditions.
Co-create wellness initiatives with workers and union representatives, taking into account diverse perspectives and needs.
Stay informed about the latest advancements in AI and automation technologies, identifying potential impacts on the workforce (including displacement) that may require proactive labor relations planning.
Collaborate closely with internal communications teams around messaging relating to organizational change or restructuring, ensuring messaging is aligned with broader labor relations goals.
Support managers in creating an inclusive workplace culture that promotes diversity, equity, and belonging for all employees.
Conduct training sessions on skills such as active listening, emotional intelligence, conflict resolution, etc., to enhance the capabilities of frontline managers in handling sensitive employee issues.
Work with senior leadership teams to develop targeted outreach programs aimed at improving diversity metrics across all parts of the organization.
Consult with legal teams around mergers, acquisitions, or other significant changes to corporate structure that may have implications for existing union agreements or collective bargaining commitments.
Represent the company's interests at hearings before administrative boards, regulatory authorities or courts responsible for enforcing federal, state or local ordinances regulating working conditions.
Recommend improvements to company policies relating to time-off allowances, overtime payment structures, health insurance benefits, performance incentives, etc., in order to improve employee satisfaction rates.
Devise incentive schemes aimed at promoting greater worker productivity, engagement or innovation that align with union contracts or partnerships.
Partner with academic institutions or think tanks to publish research papers that advance knowledge around best practices in labor relations management.
Monitor social media activity around employee sentiment towards the company's brand image or reputation; flagging issues that may require intervention from senior leadership teams.
Manage budgets associated with negotiating representation fees, legal costs or third-party consulting fees incurred during disputes or contract negotiations.
Liaise with community organizations or local authorities around initiatives aimed at promoting social justice, poverty reduction or other social welfare goals that relate to the company's broader mission statement.
Attend international conferences on labor relations management to gain insights into global trends or innovations that may be applicable locally.
Work closely with finance teams to create long-term financial forecasts that take into account labor costs, pensions commitments or other liabilities related to collective bargaining agreements.
Negotiate 'memoranda of understanding' between unions or worker committees and management teams around shared goal-setting or performance targets related to overall business objectives.
Coordinate cross-functional 'war rooms' aimed at quickly resolving unexpected crises related to worker strikes or other workforce disruptions.
Draft letters of complaint or appeal relating to unfair treatment of worker entitlements such as overtime payment disputes or wrongful dismissals.
Collaborate closely with IT departments to ensure data privacy standards are met when collecting employee data for analytics purposes.
Conduct exit interviews with departing employees who belong to unionized positions, analyzing feedback in order to spot trends around engagement levels, contributing factors to leavers’ decision-making.
Monitor external thought leadership content around key topics impacting the future of work e.g remote work policy frameworks, gig economy contracting models; sharing relevant insights internally where appropriate.