Director of labor relations

Overview:Responsible for directing and overseeing the Company's labor relations programs, policies, procedures, and strategies. This position will establish and maintain labor-management relations, interpret the collective bargaining agreements, administer grievance procedures including arbitrations, and assist all levels of management on labor matters. This position will also serve as the Union subject matter expert for the Company along with providing guidance to internal teams.Location & Travel Details: This is an onsite position, based at our office in Clinton, IN with regular travel up to 50% of the time.Responsibilities:Perform a broad range of labor relations activities including contract interpretations & administration, grievance investigation and resolution (partnership with Operations Labor Relations), pre-arbitration settlement negotiations, contract negotiations preparation.Conduct and/or collaborate with union and project management in workplace investigations and participate/present case findings in disciplinary review hearing.Partner with Operations Labor Relations during all Pre-job meetings with Union leaders at both the national and local levels.Work with Human Resources (HR) to provide responses to unemployment inquiries.Partner with Payroll team to ensure all Union items are accurately processed, paid, tracked and reported in a timely fashion and as per the terms of all contracts.Partner across the organization and with the Parent Companies to manage and administer a broad range of labor relations and other HR activities affecting represented union employees and aimed at furthering the relationship between the union trades and management.Work with HR leadership to establish best practices, policies and procedures that ensure compliance to federal, state, and local labor laws but also align with all Union contracts.Coach, advise, and conduct training with project management and site supervisory teams to ensure contract compliance.Maintain and enhance positive relations with union officials, company leaders, and employees.Serve as a proactive leader managing positive changes that lead to a high performing culture of accountability and a strong safety culture.Maintain awareness of legal, state and federal agency requirements to ensure compliance and minimize the potential for litigation and/or agency charges.Be a voice of safety compliance and driving a safety-centric culture always and with all leaders, union partners, and employees.Assist in managing and advising the processing and administration of Light Duty work situations for all Union employees.Manage IRA and IPA compliance for Union projects.Lead, manage, coach and mentor direct reports.Travel required up to 50% of the time to support projects and connect with Union partners.Qualifications:Education and Work Experience Requirements:Bachelor’s degree in Business Management, Human Resources, or Labor Relations or equivalent related work experience.Eight years Labor Relations and/or HR experience in the Construction industry.Certification(s) in the labor relations discipline preferred.Knowledge, Skills and Abilities Required:Strong negotiation skills when dealing with Labor agreements and arbitration.Advanced knowledge of grievance procedure administration including settlement negotiations and preparation of arbitration presentations.Effective investigative techniques.Ability to interact effectively in a conflict environment.Ability to build effective relationships and partner with business leaders to influence labor relations practices.Proficient with Microsoft Suite including Word, Excel, and Outlook.Excellent oral and written communication skills.Effective listening skills.Position may be subject to pre-employment screening, which may include background check and drug testing. Accessibility: If you need accommodation as part of the employment process, contact ceicareers@mastec.com.MasTec, Inc. is an Equal Employment Opportunity Employer. The Company's policy is not to unlawfully discriminate against any applicant or employee on the basis of race, color, sex, sexual orientation, gender identity, religion, national origin, age, disability, genetic information, military status, or any other consideration made unlawful by applicable federal, state, or local laws.

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