Job Overview

The Director Employee & Labor Relations is responsible for managing all activities related to proactive and reactive employee relations, including but not limited to policy and legal compliance, ER/LR leadership and teammate training, investigations, conflict resolution, and teammate engagement. This position also supports Labor Relations (where applicable) on Collective Bargaining Agreement management, negotiations, and grievance and arbitration processes. This position requires an extremely perceptive person who can relate to individuals at all levels within the organization and lead a team across multiple geographies. Our actions reflect our values and support our purpose while focused on CCC One Team execution.

Duties & Responsibilities

• Leads the Company-wide effort regarding proactive employee relations to include union avoidance. Facilitates positive employee relations and development training across the organization. Serves as a Cultural Advocate, fostering our values and purpose (I.e. Values, Stewardship, Safety and/or Quality.
• Directs, leads, and motivates a team to deliver results by communicating Company goals and deadlines; engaging and developing teammates through effective performance management, coaching and training; implementing continuous improvement methods while maintaining customer focus; and embodying Company purpose and values to inspire servant leadership.
• Partners with non-exempt and exempt teammates to provide interpretation and compliance for various policies, procedures, laws, standards and other government regulations. Actively investigates/responds to complex employee relations issues such as employee complaints, harassment allegations, EEOC, and NLRB complaints. Completes Case Management System maintenance and Administration.
• Assists in the evaluation of reports, decisions and results of the department in relation to established goals and objectives. Recommends new best-practice methods, policies and procedures to create consistency while improving efficiency of the department and services performed.
• Provides recommendations to leadership in reference to performance management, including progressive discipline, corrective action, and continuous improvement for non-exempt, exempt, non-union, and union employees.
• Conducts stay and exit interviews, and analyzes data providing recommendations related to problematic trends. Responds to teammates’ issues and complaints to protect the organization’s general liability interests.
• Provides support to the HR Business Partner and Organizational Capability team on various initiatives including, but not limited to training facilitation, policy and program roll-out, Feedback Sessions, talent acquisition interviews, etc.
• Supports and participates in Collective Bargaining Agreement management, including grievance and arbitration management and the contract negotiations process (where applicable).

Knowledge, Skills, & Abilities

• 5+ years leading, motivating, and developing a team; managing a remote workforce preferred
• 5+ years high volume employee relations experience, including formal investigations on ER matters and legal/compliance inquiries; multi-site support preferred
• Labor Relations experience preferred (Collective Bargaining Agreement, grievance, and arbitration management experience; negotiations experience)
• Good Driving Record

Minimum Qualifications

• High school diploma or GED
• 5-7 years relevant experience
• Valid Driver’s License

Preferred Qualifications

• Four Year Degree in Human Resources or related field
• PHR/SPHR and/or SHRM-CP/SCP

Work Environment

Work environment will vary

This position can sit in either Cincinnati or Columbus, OH