Employee/Labor Relations Consultant V

This Employee Relations position also performs labor relations job duties as appropriate. These additional job duties may include, but are not limited to, the following: Conducting KP labor relations activities by preparing information for management to utilize during the collective bargaining process; interpreting and administering employees contracts with respect to grievances, wages or salaries, employee welfare, healthcare benefits, pensions, union practices, and other stipulations; implementing industrial labor relations programs to oversee compliance with the unions negotiated contract; serving as a facilitator to resolve disputes between employees and management; developing labor policies; negotiating collective bargaining agreements with the union; managing grievance procedures to handle complaints from unionized employees; advising the human resources staff to ensure compliance with the contract; developing new or revised union contracts; compiling information on statistics; and maintaining records of wage and salary surveys or correspondence.

• Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback.
• Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others.
• Leads complex or highly specialized EEO and other HR investigations by coordinating the collection and analysis of quantitative and qualitative data; leading interviews; making recommendations based on investigation findings; researching key business issues; identifying potential action steps; fully documenting investigation findings; providing updates to HR and business leadership; and evaluating and recommending corrective action plans for substantiated allegations.
• Conducts reporting of Company employee information by creating and distributing reports and analyses; designing and implementing new reports; aligning reports with Human Resources and business needs; influencing the development of database technologies to track key data (e.g. case management, investigation status); and gaining buy-in from stakeholders.
• Conducts employee relations training and assistance activities aligned with KPs performance management strategy and processes by providing consultation to Human Resources and business leaders; conducting research and providing data-driven advice and assistance on employment-related regulations at the State and Federal levels; and partnering on the development and delivery of formal education and training.
• Monitors and interprets complex regulatory changes (e.g., policies, procedures, federal and state laws) by leading analysis on regulatory impacts; reporting and escalating non-compliance to relevant parties; identifying solutions for issues and concerns; and overseeing and advising on the implementation of designated changes.
• Provides consulting to business line stakeholders on complex Human Resources policies, processes, procedures, laws and regulations by advising employees as needed; researching, identifying, and analyzing concerns; coordinating problem resolution; staying abreast of and interpreting policies and regulations; influencing and providing input to the development of policies in partnership with cross-functional leadership; guiding managers on employee management, discipline, and terminations; and working with Legal to resolve issues.