Labor/Union Relations Consultant

The Opportunity:

Labor/Union Relations work is focused on representing the organization in labor relations including: Negotiating, interpreting, and administering union/labor collective bargaining agreements. Monitoring compliance with agreements, administering grievance procedures, and participating in arbitration. Building and maintaining relations with Trade/Labor Unions. May be responsible for developing union-avoidance programs at nonunion facilities, and for coordinating decertification activities at union facilities. This professional is a recognized subject matter expert in job area typically obtained through advanced education and work experience.

How You'll Make an Impact:

• To map political and social environment, analyzing its impact at the workplace. To identify union demands and their impact on the company and employer community:
• To establish an annual collective bargaining schedule, defining the budget for each claim ("PLR", CBAs, Benefits Agreements, etc.);
• To develop a contingency plan and direct communication to clarify and support the company's decision. To discuss action and reaction plans during negotiations with frontline leaders, executives and directors;
• To train leaders in effective communication techniques, labor legislation and effective leadership;
• To develop a work plan in order to Identify the main business challenges in the behavioral issues of union members;
• To create a sociogram of the main union leaders, forms of interaction, personal characteristics, emotional intelligence, level of understanding and aggressiveness;
• To monitor, map and identify main factors that can compromise the environment (restaurant, changing room, cleaning, transportation, CIPA, etc.);
• To identify main causes of labor liabilities and a plan to reduce and minimize labor litigation. To support the identification of representatives, witnesses and analysis of the defense presented on labor related liabilities and legal actions;
• To define the union strategy, ensuring that employees have as little impact as possible on union demands outside the workplace;
To develop an effective communication plan for each group of workers in the company (hierarchical levels);
• To develop action and mobilization plans for future investments, transfers, benefit plans, opinions, ABC curve for staff utilization, negotiation strategy, provisioning, inventory, machine allocation, etc.