Human Resources Manager II

Vigor Marine Group; Seattle (WA); On-site; USD 107,000 - 135,000; Full time

Job summary

A leading shipbuilding company in Seattle seeks a Human Resources Manager II to oversee labor relations, advise management on employee issues, and ensure compliance with policies. Ideal candidate has 5+ years' experience in HR, strong negotiation skills, and knowledge of employment laws. This full-time position emphasizes employee relations and requires collaboration across departments.

Benefits

Medical

Dental

Vision

401(k)

Discretionary bonus

Qualifications

• 5+ years of experience at a management or senior administrator level with an emphasis on employee relations.
• Knowledge and experience with collective bargaining as a spokesperson in negotiations.

Responsibilities

• Serve as primary contact for union and non-union employees regarding contract questions.
• Provide counsel on labor relations and employment law issues.
• Assist in developing proactive approaches to improve labor relations.

Skills

Interpersonal skills

Knowledge of employment and labor laws

Conflict resolution

Communication skills

Organizational skills

Negotiation skills

Education

BS/BA in Human Resources or related field

Tools

Microsoft Word

Microsoft Excel

Microsoft Outlook

Job description

Base Pay Range

$107,655.00/yr - $134,569.00/yr

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.

Essential Functions And Major 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 for senior leadership when requested.
• Assists in developing 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 statement 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 timeline for the grievances are updated in real time utilizing the Navex program.
• Assists with contract administration and negotiations as required, encompassing multiple collective bargaining agreements with different operating companies. Prepares economic and language analysis and supports bargaining with the union when the CBA is up for negotiation and renewal.
• Prepares written corrective actions and ensures consistency across the applicable bargaining unit. Logs corrective action to track metric data for senior leaders.
• Works with production leaders in administering corrective actions, terminations, or changes in classification for all production workers.
• Contributes to, or is responsible for, projects and administrative activities that have an impact beyond a single business unit or entity, including corporate‑wide initiatives. This may include basic tasks such as development of employment forms as well as revising or creating complex employment policies or documents.
• Schedules and participates in Labor Management Committee or alternate meetings with union partners and company production management.
• Ensures business practices are in accordance with collective bargaining agreement, federal, state and local laws and reflect best operating practices appropriate to the industry.
• Participates in orientation regarding the corporate organization and business philosophies as well as employee benefits, programs and responsibilities.
• Coordinates the maintenance of complete, accurate files and records in support of human resource programs and initiatives.
• Offers assistance in designing effective training materials and methodologies.
• Manages CBA Calendar events for changes in pension, pension surcharge, wage increases, Health & Welfare changes, and works with the union and appropriate trusts to update Schedule A’s accordingly.
• Assists in facilitating and presenting employment law training for managers and supervisors.
• Composes correspondence, reports, and proposals of all types and levels of complexity, ensuring that documents are technically accurate, grammatically correct and appropriate for the intended audience and convey sensitive subjects with appropriate diplomacy.
• Works 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 and procedures.
• Knowledge and experience with collective bargaining as company spokesperson in negotiations.
• Knowledge of the NLRA and 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, including affirmative action plan design, development and administration.
• Ability to exercise sound judgment and make decisions in a manner consistent with the essential job functions and to determine when to involve the Director of Labor Relations or Vice President of HR for review and counsel.
• Strong ability to influence line managers and maintain positive working relationships.
• Ability to effectively manage high‑level conflicts constructively and efficiently.
• Knowledge of applicable state and federal employment and labor laws and governmental compliance requirements.
• Knowledge of and ability to effectively utilize information technology including hardware and software applications such as Microsoft Word, Excel and Outlook to accomplish work objectives required.

Education and/Or Experience

• BS/BA from an accredited four‑year college or university with a degree in Human Resources, Business or other closely related field is preferred.
• Minimum five (5) years of related experience at a management or senior administrator level with emphasis on employee relations, preferably in a heavy industrial or manufacturing environment.

Certifications, Licenses and Registrations

PHR/SPHR is preferred.

Physical Demands

Requires physical and mental stamina appropriate to the performance of assigned duties. The following represent illustrations of requirements: sitting or standing for extended periods of time; primarily in an office setting but at times the work requires going into a heavy industrial setting; walking upstairs and ladders and aboard ships to interact with employees; mental ability to evaluate, assess and manage complex problems and policy related matters, at times in emotionally charged situations is required; may be required to work nights or weekends. Work involves walking, talking, hearing, using hands to handle, feel or operate objects, tools or controls and reaching with hands and arms. Vision abilities required include close vision and the ability to adjust focus. The employee may be required to push, pull, lift and/or carry boxes or containers. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work Environment

In production areas the person will be exposed to all weather conditions, noise, fumes, dusts and odors. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Citizenship

Pursuant to a government contract, this specific position requires US citizenship.

Vigor Values

• 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

Benefits

• Medical
• RX
• Dental
• Vision
• Life
• AD&D
• LTD
• STD
• EAP
• Discretionary bonus
• Tuition Reimbursement
• FSA (Medical, Childcare, Transportation)
• 10 paid holidays
• PTO
• 401(k)

EEO Statement

Vigor and its wholly owned subsidiaries are committed to inclusion and diversity by providing equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veterans, age, genetics, the presence of a physical or mental condition or disability that can be reasonably accommodated, or any other protected class under relevant laws in the locations we operate. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions and can be requested with Vigor’s Human Resources Department.

In addition to federal law requirements, Vigor complies with applicable state and local laws governing nondiscrimination and non‑retaliation in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, benefits, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Job Details

• Seniority level: Mid‑Senior level
• Employment type: Full‑time
• Job function: Human Resources
• Industry: Shipbuilding