Employee and Labor Relations Manager

The Employee and Labor Relations Manager is a key partner to management, working with senior leaders to manage both labor relations and employee relations across the company. The successful candidate has solid Employee and Labor Relations experience and a demonstrated ability to collaborate with senior leaders and managers to assess their needs and define priorities on an ongoing basis and, as important, can help hold leaders accountable by ensuring compliance with the collective bargaining agreements. This person will serve as the in-house expert on the company's Collective Bargaining Agreements (CBAs), ensuring they are understood and interpreted properly, and that related milestones and key activities are effectively managed. Reporting to the Senior HR Director for the Newsrooms, with a dotted-line relationship to the VP for Print Operations, this person will work in partnership with other HRBPs to promote an environment of positive labor and employee relations through the fair and consistent application of labor relations practices.

Responsibilities:

• Provides expert guidance and oversight of all CBAs, acting as the subject matter expert for both the business and HRBPs.
• Ensures that contract terms are understood and that the organization is in compliance with terms of the agreements.
• Builds and maintains excellent relationships with union leadership though regular and professional interactions, helping to resolve issues before they escalate.
• Conducts HR investigations with a high degree of autonomy and serves as a trusted advisor and resource to HRBPs as they conduct their own investigations.
• Partners with the VP of Print Operations, who serves as the point of contact with the unions in Manufacturing and Distribution, and with the Senior HR Director for the newsrooms, who serves as the point of contact with the Guild for the newsrooms; works and aligns with the appropriate function or business stakeholders.
• Drafts proposals and generates creative solutions to complex problems/issues as identified by either management or the union.
• Tracks labor relations/employee relations cases and issues to identify trends over time and identify opportunities for both short and long term policy, training, and other improvements.
• Coaches managers on how to create an atmosphere of collaboration and positive labor relations.
• Identifies labor relations and employment law training needs across the organization and tracks key legal and regulatory issues to remain mindful of; develops and/or delivers training to address these needs as appropriate.
• In alignment with senior leaders, supports and may participate in bargaining including representing the Company at the table when appropriate.
• In partnership with the Senior HR Director, participates in labor management and any other CBA-related committee meetings, helping set the agenda with union leadership and coordinate the action items coming out of them.
• Provides guidance to managers when they are managing CBA-related matters, in partnership with the Business/Function's HRBP.
• Responsible for training managers on how to effectively supervise unionized employees and understand the CBA.
• Maintains the Labor Relations portion of the intranet site, including posting labor updates.
• Reviews processes, policies and documents within onboarding, offboarding and other HR processes, with the intent to keep them updated per labor guidelines and requirements.
• This role also acts as an HRBP, supporting a business or function.
• Performs other related duties and activities as assigned.

Qualifications:

• 5-8 years of demonstrated hands-on experience with labor relations and all aspects of HR’s centers of excellence (Performance and Talent Management, Organizational Design, Compensation and Benefits, etc.).
• Proven ability to independently conduct HR investigations, coupled with experience advising and coaching HRBPs through the investigation process.
• Demonstrated experience administering collective bargaining agreements, including direct involvement in contract negotiations, interpretation, and enforcement.
• Working knowledge of labor and employment law, including the National Labor Relations Act (NLRA) and applicable state-specific labor regulations.
• Experience managing the grievance and arbitration process, from initial filing through resolution.
• Exercises sound judgment and the highest level of discretion when handling confidential and sensitive information related to investigations, discipline, and labor negotiations.
• Strong written and verbal communication skills, with the ability to draft clear proposals, investigation reports, and correspondence, and to communicate effectively with audiences ranging from frontline employees to senior leadership and union representatives.
• Must be a creative, collaborative partner to both management and union leadership.
• Ability to manage multiple priorities at once and translate the needs of many stakeholders at once.
• Ability to listen, challenge, negotiate and interact with employees at different levels, union stewards and leadership included.
• Must be a systems-thinker who can understand how singular details affect the big picture.
• Successful candidates will have proven ability to consider multiple perspectives and use those insights to formulate alternatives/options.
• Candidates must be mission-driven and have a commitment to the work we do at BGMP.
• Bachelor’s degree required.
• A willingness to adapt and be audience focused, with a curious mindset and a commitment to creating an inclusive work environment.

The BGMP office is located in downtown Boston, near Faneuil Hall and Quincy Market, and is easily accessible by MBTA and commuter rail lines. This position is based in Boston, working in a hybrid-model, and candidates should be based in the area or willing to move.

This range reflects the band for this role. We are committed to fair and market-informed compensation. It is anticipated that most qualified candidates could be hired within the midpoint of the range. Compensation for the successful candidate will be informed by their particular combination of skills, experience, and qualifications.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

EEO Statement: At Boston Globe Media, our mission is to empower, connect, and convene our communities with independent, trusted journalism and storytelling. We know a critical part of achieving this is by having a workforce that is diverse, equitable, and inclusive - like the communities we serve. Boston Globe Media is an equal opportunity employer that welcomes candidates and colleagues of all backgrounds, experiences, perspectives, and skills.