Job Information
J&J Worldwide Services Labor and Employee Relations Manager in United States
Description
General Summary
The Labor and Employee Relations Manager will oversee labor and employee relations functions, including assisting in negotiating and administering multiple collective bargaining agreements (CBAs), handling grievances, unfair labor practices, and managing Equal Employment Opportunity Commission (EEOC) matters. This position provides strategic guidance on disciplinary actions and performance management issues while ensuring compliance with labor regulations, such as the Davis-Bacon Act (DBA) and Service Contract Act (SCA). Leading a team of four Labor and Employee Relations Specialists, the manager will develop and implement policies that support organizational goals and foster a positive work environment. This role will report to the Sr. People Director.
Essential Duties and Responsibilities
Labor Relations:
Assist in negotiating, administering, and ensuring compliance with CBAs.
Address grievances and represent the organization in labor disputes and unfair labor practice cases.
Serve as the company’s representative in labor-related negotiations and hearings.
Employee Relations:
Provide guidance on complex disciplinary actions and performance management cases.
Represent the organization in EEOC-related matters, ensuring legal compliance and effective resolution.
Develop policies and procedures to address employee relations issues and promote organizational consistency.
Compliance:
Ensure compliance with federal labor laws, including the Davis-Bacon Act, Service Contract Act, and related regulations.
Conduct regular audits and training to maintain adherence to compliance standards.
Leadership:
Lead, mentor, and develop a team of four Labor and Employee Relations Specialists.
Collaborate with internal HR, legal, and operational teams to align labor strategies with business objectives.
Policy Development:
- Draft and revise labor and employee relations policies, ensuring alignment with organizational and legal standards.
Knowledge, Experience and Skill Requirements
Advanced knowledge of the Davis-Bacon Act, Service Contract Act, and other labor regulations.
Proven leadership skills with experience managing teams.
Strong communication, negotiation, and problem-solving abilities.
Work Experience
7+ years of experience in labor and employee relations, including assisting in negotiating CBAs and managing grievances.
Experience handling EEOC matters and unfair labor practices.
Education, Licenses and Certification
Required:
Bachelor’s degree in Human Resources, Industrial Relations, Business Administration, or a related field required.
Juris Doctor (JD) strongly preferred.
This job description is subject to change by the employer as the needs of the employer and requirements of the job change.
J&J Worldwide Services CBRE Government and Defense Business is thrilled at the opportunity for you to apply to one of our roles. The base salary range for this position is $140,000 to $160,000. This position may also be eligible for a wide range of competitive benefits that can include but not limited to: medical, well-being, financial planning and short-term incentives benefits.
Due to compliance requirements imposed by a federal contract, this position may be filled by U.S. Persons only. U.S. Persons includes: U.S. citizens, U.S. nationals, lawful permanent residents, individuals granted refugee status in the U.S., and individuals granted asylum in the U.S.
We maintain a drug-free workplace and perform pre-employment substance abuse testing.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)