The Labor Relations Manager (“LR Manager”) is responsible for supporting the VP, ER/LR in delivering meaningful strategic direction, support and guidance in all labor relations activities for OVG owned, operated and/or managed facilities throughout the US, Canada and globally.

Areas of support include, but are not limited to, contract analysis, pre-/post-negotiations activities, active bargaining, contract administration and interpretation; grievance mitigation and conflict resolution, investigations, regulatory/contract compliance assurance, training and development, data analytics, client/union relations, and collaborating with all other company functional areas, as needed.

At the direction of the VP, ER/LR, the LR Manager provides leadership and guidance on best practices, effective results-oriented bargaining support and LR training to field management staff to achieve labor harmony, successful and measurable business outcomes, and contract and regulatory compliance.

Supports the VP, ER/LR and senior field leadership in achieving successful implementation of OVG’s long- and short-term labor relations strategic plan and vision, including establishing  company-wide LR objectives, policies, training programs (including preemptive anti-unionization training), and best practices in bargaining.

This role pays a yearly wage of $120,000 to $130,000 plus bonus

Benefits for FT roles: Benefits: Health, Dental and Vision insurance, 401(k) savings plan, 401(k) matching, and paid time off (vacation days, sick days, and 12 holidays).

This position will remain open until Sept 30, 2024

Key Competencies:

1. Must possess strong analytical and organizational skills and be able to effectively manage multiple complex projects simultaneously. Must be a flexible, proactive, strategic team player, who is able to communicate clearly, positively, and effectively to field management as well as provide meaningful guidance and results-oriented direction. 

2. Strong leadership, relationship-building, and mentorship skills are requisite to the position. Incumbent must be technologically savvy, as well as intuitive, persuasive, and academically competent.  Must hold impeccable ethics and possess sound judgment, in addition to adhering to the highest standards of confidentiality, discretion, political awareness and consistent attention to detail.

3. Demonstrated proficiency in supporting diverse FT and PT union workforces in the hospitality, sports and entertainment industries, food services, and venue management in public facilities such as arenas, stadiums, convention centers, casinos, etc. Multi-unit, muti-state/province experience mandatory.  International union experience a strong plus.

Essential Job Functions:

• Ability to effectively function in a fast-paced, event-driven, high-volume, diverse environment, with a broad range of LR management needs.
• Work collaboratively with VP, ER/LR to ensure regulatory, statutory and contract (CBA) compliance by field management.
• Achieve best-outcome resolution of conflicts/grievances, including providing management/administrative support in mediation/arbitration.
• Provide guidance on union payroll/wage & hour compliance, safety/risk management, and implementation of general LR best practices.
• Support implementation of OVG key strategic LR policies, programs and processes that have a significant impact on achieving successful business outcomes. SME in union positions/practices, culture, national and local agendas, trends, and political agendas.
• Serve as an escalation point for union employee grievances, and legal issues.
• Partner with VP, ER/LR, and corporate legal team, as needed, on investigations, determinations, grievance mitigation/resolution, general complaints, litigation preparation, documentation, compilation, and review, regulatory (EEOC, DOL, NLRB) complaint response.
• Support VP,ER/LR in advising field management in collective bargaining process for all VM/FSH unions (Unite Here, SEIU, UFCW, IATSE, Teamsters, IUOE, IBEW, etc.), grievance resolution, mediation, arbitration, NLRB response, drafting position statements, etc.
• Assist in compiling field data and providing analysis re: MEPP pension plans, health & welfare costs, predictive industry trends that impact business outcomes in unionized facilities in the US, Canada and globally.
• Assist in providing support to corporate leadership during crisis situations, emergency task team participation; union communications, workforce planning, implementation of furloughs/layoffs/RIFs and other employment actions.
• Support VP, ER/LR in providing critical labor research and labor/cost analysis to Business Development team for RFP presentation team prep.
• Study, analyze and report on trends, opportunities for improving policies and practices.
• Works with field management and line staff to ensure alignment of LR processes with operational needs and business goals.
• Investigates employee complaints/grievances; assists with responding to charges, claims or complaints filed through state or federal agencies (EEOC, DOL, etc.) and the Union.
• Provides effective reporting and analysis of company-wide LR data to enable business leaders to make key operational, financial and strategic decisions.
• Assists with special LR projects, as needed.

Knowledge, Skills and Abilities:

• Incumbent must have the ability to travel throughout the US, Canada (and potentially, globally) at short notice.
• Excellent written, verbal, and interpersonal communication skills. Able to think creatively and strategically to successfully mediate and negotiate with individuals and groups internally and externally.  Public speaking experience a strong plus.
• Verifiable strong relationship-building skills, internally and externally.
• Commitment to ongoing learning and interest in LR trends.
• Strong planning, execution, organizational, and analytical problem-solving capability.  Ability to make sound business decisions quickly and under pressure; must display good judgment in all matters related to, or affecting, business and its relationships with unions.
• Ability to effectively work independently and with respect to accountability and integrity.
• Comprehensive knowledge of federal, state, and local laws and regulations; broad understanding of LR principles and practices to ensure compliance; working knowledge of principles, practices and legislative/LR trends.
• Must have direct experience in supporting large-scale initiatives involving significant dollar amounts and implications, and involving diverse stakeholder groups, and multiple unions. Experience supporting a growing multi-divisional, multi-unit, global organization.
• Demonstrated leadership abilities with strengths in strategic vision, team- and relationship building and operational excellence. Ability to achieve results for the organization with and through other people utilizing creative and innovative solutions.
• A collaborative, forward-thinking and flexible working style, with a strong service mentality. Ability to consistently adhere to the highest standards of integrity, professionalism, ethics, accountability and confidentiality.
• Proficient in current technology; excellent working knowledge of MS Office, and other applications commonly used in our business.

Education and Experience:

• Bachelor of Arts / Sciences in Human Resources, Labor Relations, Business Administration, or related major. MBA, Master of Juris Prudence in Labor & Employment Law, JD, or other advanced degree a plus.
• Minimum 10 years progressively responsible experience in LR in a related industry.
• Ongoing commitment to staying current (“life-long learner”), specialized professional training, certifications, and coursework/seminars; SPHR-SCP-CPLP strongly preferred.
• While labor relations is the primary focus of this role, touchpoints between HR, ER and LR are a daily reality of the LR practitioner. It is therefore critical that incumbent have a solid working knowledge of major functional areas of HR management.

Note: The statements herein are intended to describe the general nature and level of work being performed by employees assigned to this classification.  They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.