Vigor Marine
Overview
Description
Who We Are Vigor Marine Group is an established, innovative, integrated partner with a national footprint in marine maintenance and modernization, marine fabrication, and marine services. With four shipyards, six dry docks, and more than 20,000 feet of pier space on or near U.S. Naval bases and at historic shipyards, our 2,500 dedicated employees across four states—from the Pacific Northwest to San Diego to Norfolk—personify the values of our company. Vigor Marine Group takes pride in being the employer of choice for our employees, who in turn take great pride in their contributions to the communities where they live and work, and to their nation—through living wage jobs supporting local economies, and through the world-class maritime and industrial services they provide to further our defense readiness and national security. For more information, visit vigor.net.
PAY RANGE:
$107,655 - 134,569
POSITION SUMMARY: This position provides Human Resources and Labor Relations administration and consulting services for employees and their managers within assigned areas of responsibility. He/she participates in the development, implementation, administration and coordination of human resources and labor relations policies, programs and guidelines to support management in the effective utilization and planning of human resources to achieve company objectives. There is a heavy emphasis in the area of employee/labor relations. The role reports directly to the Director of Labor Relations with a strong dotted line and daily reporting status to senior operations managers, and has frequent contact and input from and interaction with the Vice President of Human Resources. This position requires collaboration with other HR Managers across the organization to ensure best practices and consistent processes are used.
Responsibilities
Serves as the primary contact for union and non-union hourly employees and labor advocates regarding contract administration questions, human resources policies, procedures and administration.
Provides counsel to managers on a wide range of labor relations and employment law issues, including the investigation of serious employee complaints and grievances.
Documents investigations and prepares written summaries of findings to senior leadership when requested.
Assists in the development of proactive approaches to improve labor relations.
Assists senior management with the resolution of grievances and employment law litigation; contract interpretation, preparation of Company's position statements for EEOC, NLRB, BOLI charges or application of disciplinary action.
Actively participates with the Director of Labor Relations in all ULP defense and preparation for NLRB hearings including company representation in depositions with attorneys as needed.
Manages and facilitates meetings with the union on issues and active grievances. Ensuring all documentation, grievance steps, and calendar timelines for the grievances are updated in real time utilizing the Navex program.
Assists with contract administration and negotiations as required. This may encompass multiple collective bargaining agreements with multiple different operating companies depending on the assigned area of responsibility. Preparing economic and language analysis and support for bargaining with the union when the CBA is up for negotiation and renewal.
Prepare written corrective actions and ensure consistency of corrective action across the applicable bargaining unit. Log corrective action to ensure tracking for metric data to report to senior leaders.
Work with production leaders in administering corrective actions, terminations, or changes in classification for all production workers.
Contributes to projects and administrative activities that have an impact beyond a single business unit or entity, including corporate-wide initiatives. This may include development of employment forms as well as revising or creating complex employment policies or documents.
Schedule and participate in Labor Management Committee or alternate meetings with union partners and company production management.
Ensure business practices are in accordance with collective bargaining agreements, federal, state and local laws and reflect best operating practices.
Participate in orientation regarding the corporate organization and business philosophies as well as employee benefits, programs and responsibilities.
Coordinate the maintenance of complete, accurate files and records in support of human resource programs and initiatives.
Offer assistance in designing effective training materials and methodologies.
Manage CBA Calendar events for changes in pension, pension surcharge, wage increases, Health & Welfare changes, and work with the union and appropriate trusts to update Schedule A’s accordingly.
Assist in facilitating and presenting employment law training for managers and supervisors.
Compose correspondence, reports, and proposals of all types and levels of complexity. Ensure documents are technically accurate, grammatically correct and appropriate for the intended audience with appropriate diplomacy for sensitive subjects.
Work closely with other functional areas and/or on special projects within human resources such as recruitment, selection and placement, affirmative action plan development, policy design, implementation and administration, compensation administration, etc.
Job Scope The position operates within general parameters, but must use sound judgment and independent decision making when applying policies and procedures. The incumbent and staff are ultimately held accountable for the result of human resources service provided to the appropriate business unit client. The role operates at a more senior level of decision making with lower level of oversight by the VP of Human Resources.
Supervisory Responsibility Serves as supervisor for any HR Representative assigned to their area of business.
Interpersonal Contacts The Human Resources Manager II coordinates efforts with managers and supervisors. This position represents the Company through formal and informal interactions and communications with all levels of management/supervision.
Knowledge, Skills and Abilities
Ability to manage and administer a broad range of policies and tasks including resolving complaints, counseling managers and employees on the interpretation of policies/procedures.
Knowledge and experience with collective bargaining as company spokesperson in negotiations.
Knowledge and experience with the NLRA and with the NLRB, including responding to Unfair Labor Practices, Mandatory subjects of bargaining and union avoidance training for managers.
Knowledge of the principles and practices of human resources management and supervision in both union and non-union work environments.
Strong interpersonal skills, communication, management, organizational effectiveness, and ability to present ideas in small and large group settings.
Knowledge of applicable state and federal employment and labor laws and governmental compliance requirements. Knowledge of affirmative action plan design, development and administration.
Ability to exercise sound judgment and make decisions in a manner consistent with the essential job functions as well as knowing when to involve the Director of Labor Relations or VP of HR for review.
Strong ability to influence line-managers and maintain positive working relationships.
Ability to effectively manage high-level conflicts in a constructive and efficient manner.
Knowledge of information technology including Microsoft Word, Excel and Outlook to accomplish work objectives.
Education and/or Experience BS/BA from an accredited four-year college or university with a degree in Human Resources, Business or related field is preferred. Minimum five (5) years of related experience at a management or senior administrator level with emphasis on labor/employee relations, preferably in a heavy industrial or manufacturing environment.
Certificates, Licenses and Registrations PHR/SPHR is preferred.
Physical Demands Requires physical and mental stamina appropriate to performance of duties. May involve working in heavy industrial settings, climbing stairs/ladders, and occasional nights/weekends. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Work Environment Exposure to production areas with varying weather, noise, fumes, dusts and odors. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Citizenship Pursuant to a government contract, this position requires US citizenship.
Vigor Industrial LLC and its subsidiaries are drug, smoke and vape-free workplaces. Prospective employees must pass a drug and alcohol test and background check as pre-employment screening.
Vigor Values Vigor expects all employees to enhance the atmosphere in which they work by living the Vigor Values every day.
Truth:
We seek the truth, and we speak the truth.
Responsibility:
We act on what we know is right.
Evolution:
We seek mastery, and adapt to a changing world.
Love:
We care about the people we work with and the world we live in.
Vigor offers a generous benefits package including medical, RX, dental, vision, life, AD&D, LTD, STD, EAP, discretionary bonus, tuition reimbursement, FSA, 10 paid holidays, PTO, and 401(k).
EEO Statement:
Vigor and its wholly owned subsidiaries are committed to inclusion and diversity by providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veterans, age, genetics, disability, or any other protected class. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Note:
In addition to federal law requirements, Vigor complies with applicable state and local nondiscrimination laws where we operate.
#J-18808-Ljbffr
Who We Are Vigor Marine Group is an established, innovative, integrated partner with a national footprint in marine maintenance and modernization, marine fabrication, and marine services. With four shipyards, six dry docks, and more than 20,000 feet of pier space on or near U.S. Naval bases and at historic shipyards, our 2,500 dedicated employees across four states—from the Pacific Northwest to San Diego to Norfolk—personify the values of our company. Vigor Marine Group takes pride in being the employer of choice for our employees, who in turn take great pride in their contributions to the communities where they live and work, and to their nation—through living wage jobs supporting local economies, and through the world-class maritime and industrial services they provide to further our defense readiness and national security. For more information, visit vigor.net.
PAY RANGE:
$107,655 - 134,569
POSITION SUMMARY: This position provides Human Resources and Labor Relations administration and consulting services for employees and their managers within assigned areas of responsibility. He/she participates in the development, implementation, administration and coordination of human resources and labor relations policies, programs and guidelines to support management in the effective utilization and planning of human resources to achieve company objectives. There is a heavy emphasis in the area of employee/labor relations. The role reports directly to the Director of Labor Relations with a strong dotted line and daily reporting status to senior operations managers, and has frequent contact and input from and interaction with the Vice President of Human Resources. This position requires collaboration with other HR Managers across the organization to ensure best practices and consistent processes are used.
Responsibilities
Serves as the primary contact for union and non-union hourly employees and labor advocates regarding contract administration questions, human resources policies, procedures and administration.
Provides counsel to managers on a wide range of labor relations and employment law issues, including the investigation of serious employee complaints and grievances.
Documents investigations and prepares written summaries of findings to senior leadership when requested.
Assists in the development of proactive approaches to improve labor relations.
Assists senior management with the resolution of grievances and employment law litigation; contract interpretation, preparation of Company's position statements for EEOC, NLRB, BOLI charges or application of disciplinary action.
Actively participates with the Director of Labor Relations in all ULP defense and preparation for NLRB hearings including company representation in depositions with attorneys as needed.
Manages and facilitates meetings with the union on issues and active grievances. Ensuring all documentation, grievance steps, and calendar timelines for the grievances are updated in real time utilizing the Navex program.
Assists with contract administration and negotiations as required. This may encompass multiple collective bargaining agreements with multiple different operating companies depending on the assigned area of responsibility. Preparing economic and language analysis and support for bargaining with the union when the CBA is up for negotiation and renewal.
Prepare written corrective actions and ensure consistency of corrective action across the applicable bargaining unit. Log corrective action to ensure tracking for metric data to report to senior leaders.
Work with production leaders in administering corrective actions, terminations, or changes in classification for all production workers.
Contributes to projects and administrative activities that have an impact beyond a single business unit or entity, including corporate-wide initiatives. This may include development of employment forms as well as revising or creating complex employment policies or documents.
Schedule and participate in Labor Management Committee or alternate meetings with union partners and company production management.
Ensure business practices are in accordance with collective bargaining agreements, federal, state and local laws and reflect best operating practices.
Participate in orientation regarding the corporate organization and business philosophies as well as employee benefits, programs and responsibilities.
Coordinate the maintenance of complete, accurate files and records in support of human resource programs and initiatives.
Offer assistance in designing effective training materials and methodologies.
Manage CBA Calendar events for changes in pension, pension surcharge, wage increases, Health & Welfare changes, and work with the union and appropriate trusts to update Schedule A’s accordingly.
Assist in facilitating and presenting employment law training for managers and supervisors.
Compose correspondence, reports, and proposals of all types and levels of complexity. Ensure documents are technically accurate, grammatically correct and appropriate for the intended audience with appropriate diplomacy for sensitive subjects.
Work closely with other functional areas and/or on special projects within human resources such as recruitment, selection and placement, affirmative action plan development, policy design, implementation and administration, compensation administration, etc.
Job Scope The position operates within general parameters, but must use sound judgment and independent decision making when applying policies and procedures. The incumbent and staff are ultimately held accountable for the result of human resources service provided to the appropriate business unit client. The role operates at a more senior level of decision making with lower level of oversight by the VP of Human Resources.
Supervisory Responsibility Serves as supervisor for any HR Representative assigned to their area of business.
Interpersonal Contacts The Human Resources Manager II coordinates efforts with managers and supervisors. This position represents the Company through formal and informal interactions and communications with all levels of management/supervision.
Knowledge, Skills and Abilities
Ability to manage and administer a broad range of policies and tasks including resolving complaints, counseling managers and employees on the interpretation of policies/procedures.
Knowledge and experience with collective bargaining as company spokesperson in negotiations.
Knowledge and experience with the NLRA and with the NLRB, including responding to Unfair Labor Practices, Mandatory subjects of bargaining and union avoidance training for managers.
Knowledge of the principles and practices of human resources management and supervision in both union and non-union work environments.
Strong interpersonal skills, communication, management, organizational effectiveness, and ability to present ideas in small and large group settings.
Knowledge of applicable state and federal employment and labor laws and governmental compliance requirements. Knowledge of affirmative action plan design, development and administration.
Ability to exercise sound judgment and make decisions in a manner consistent with the essential job functions as well as knowing when to involve the Director of Labor Relations or VP of HR for review.
Strong ability to influence line-managers and maintain positive working relationships.
Ability to effectively manage high-level conflicts in a constructive and efficient manner.
Knowledge of information technology including Microsoft Word, Excel and Outlook to accomplish work objectives.
Education and/or Experience BS/BA from an accredited four-year college or university with a degree in Human Resources, Business or related field is preferred. Minimum five (5) years of related experience at a management or senior administrator level with emphasis on labor/employee relations, preferably in a heavy industrial or manufacturing environment.
Certificates, Licenses and Registrations PHR/SPHR is preferred.
Physical Demands Requires physical and mental stamina appropriate to performance of duties. May involve working in heavy industrial settings, climbing stairs/ladders, and occasional nights/weekends. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Work Environment Exposure to production areas with varying weather, noise, fumes, dusts and odors. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Citizenship Pursuant to a government contract, this position requires US citizenship.
Vigor Industrial LLC and its subsidiaries are drug, smoke and vape-free workplaces. Prospective employees must pass a drug and alcohol test and background check as pre-employment screening.
Vigor Values Vigor expects all employees to enhance the atmosphere in which they work by living the Vigor Values every day.
Truth:
We seek the truth, and we speak the truth.
Responsibility:
We act on what we know is right.
Evolution:
We seek mastery, and adapt to a changing world.
Love:
We care about the people we work with and the world we live in.
Vigor offers a generous benefits package including medical, RX, dental, vision, life, AD&D, LTD, STD, EAP, discretionary bonus, tuition reimbursement, FSA, 10 paid holidays, PTO, and 401(k).
EEO Statement:
Vigor and its wholly owned subsidiaries are committed to inclusion and diversity by providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veterans, age, genetics, disability, or any other protected class. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Note:
In addition to federal law requirements, Vigor complies with applicable state and local nondiscrimination laws where we operate.
#J-18808-Ljbffr