Director for Labor Relations Job Profile and Description
The Labor Relations Director overseas a team of specialists or officers in promoting a healthy labor-management relationship. The position is of managerial level and provides approval function for all recommendations and resolutions by the staff on matters such as Code of Discipline development, employment contracts, disciplinary actions, grievance and labor dispute management, collective bargaining negotiations and employment termination processing.
Director for Labor Relations Duties and Responsibilities
- Formulate the corporate policy and guidelines for employer-employee relationship.
- Develop and recommend to higher management the approval and implementation the company’s Code of Discipline
- Develop and draft the employment contracts for regular, probationary and contractual employment at all levels
- Implement and administer the Code of Discipline
- Oversee the handling of employee grievances, office harassment complaints and disciplinary actions.
- Conduct management conference across departments to explain the code of discipline, either during orientation of new hires or during revisions
Director for Labor Relations Skills and Specifications
- Excellent verbal and written communication skills is a must.
- Excellent interpersonal, diplomatic and negotiation skills to deal with employees across all levels and departments.
- Has excellent computer proficiency in the use of word processing and spreadsheets for documentation and presentations.
- Has thorough knowledge of the state’s legal mandates on labor laws.
Director for Labor Relations Education and Qualifications
A post secondary degree as a legal aid or paralegal course or a proper bachelor’s degree in social sciences and industrial psychology is basic. A 2-year specialized experience in corporate HR function from an accredited institution is an advantage.
Director for Labor Relations Salary
The annual salary for managerial HR professionals in the legal labor areas ranges from $100k to $125k and it would also differ based on knowledge, experience, training, company size, industry and state location. Large companies with strong unions such as airlines, car manufacturing and other labor-intensive companies have mature labor relations offices and are known to pay more for the function.
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