• Specialist - Labor Relations/ HR Business Partner

    Job Locations US-PA-Bethlehem
    Posted Date 2 months ago(11/2/2018 3:37 PM)
    Requisition ID
    10912
    Company
    C&S Wholesale Grocers, Inc.
    Category
    Human Resources
  • Company Overview

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    C&S Wholesale Grocers, Inc., based in Keene, NH, is the largest wholesale grocery supply company in the U.S. and the industry leader in supply chain innovation. Founded in 1918 as a supplier to independent grocery stores, C&S now services customers of all sizes, supplying more than 6,000 independent supermarkets, chain stores, military bases, and institutions with over 150,000 different products. At C&S, We Select the Best® – those with the motivation, pride, and drive to succeed in our fast-paced world.

     

    Working Safely is a Condition of Employment at C&S Wholesale Grocers, Inc. C&S Wholesale Grocers is proud to be an Equal Opportunity and Affirmative Action employer, and considers qualified applicants without regard to race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, age, disability, veteran status or any other protected factor under federal, state or local law.

    Position Overview

    As a Human Resources Business Partner and Labor Relations Specialist, you play a key role in the successful operations of a high volume, fast-paced distribution center by serving as a point of contact for associate questions, concerns, and leaves. 


    You will work both strategically and hands-on to deliver results for the business/functional groups. An HR Business Partner engages the resources of the broader HR organization to enable the execution of this strategy, including leveraging the functional expertise and resources of the Centers of Expertise (COE’s) and HR Operations Center.

    Responsibilities

     

    • Responsible for an assigned facility (ies) on a campus, under the direction of a Sr. Human Resources Business Partner.
    • Will be knowledgeable of facility Affirmative Action goals and required outreach.
    • Proactive employee relations by frequent interactions with Associates. Build a positive rapport and trust with employees by frequently walking the floor and engaging associates, visiting during shift meetings, personal interactions, etc.
    • Serve as point of contact for employee related questions, concerns and complaints, leaves. These issues include, but are not limited to, leaves of absences, investigations, complaints, event planning, social responsibility activities, etc.
    • Support safety goals and participate in or lead safety walk-throughs and other activities in conjunction with local safety personnel.
    • Build relationships and develop trust horizontally and vertically in order to implement HR initiatives, policies and procedures. These relationships should be positive and constructive but capable of challenging and expressing a rational, persuasive counter-view when necessary.
    • Provide support to operations leadership in a variety of areas such as: insights to issues arising within the facility, performance appraisal assistance, managerial coaching, conflict resolution, progressive counseling, etc.
    • Relationships and capabilities should allow backfilling the HR Manager during periods of vacation or travel.
    • Manages labor relations program of organization: analyzes collective bargaining agreement to develop interpretation of intent, spirit, and terms of contract
    • Advises management and union officials in development, application, and interpretation of labor relations policies and practices, according to policy
    • Arranges and schedules meetings between grieving workers, supervisory and managerial personnel, and Labor Union to investigate and resolve grievances
    • Prepares statistical reports, using records of actions taken concerning grievances, arbitration and mediation cases, and related labor relations activities, to identify problem areas
    • Assist on matters pertaining to negotiations, grievance cases, arbitrations, federal and state labor legislation, etc.
    • Supports Training of Supervisors and Managers on contract interpretation and grievance process.
    • Participates in meetings between labor and management to discuss and attempt to resolve issues of mutual concern   

    Qualifications

    • Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience
    • Five or more years of HR Generalist or Specialist experience required, preferable in collective bargaining environment
    • Knowledge of state and federal employment law (ADA, FMLA, EEOC, etc.)
    • Superior ability to establish & sustain cross-functional and vertical relationships, even when conflicts arise.
    • Professional verbal and written communication skills.
    • Proficient in Microsoft Office and applicant tracking software.
    • Previous experience working with employee relations issues and investigations in a blue collar, production environment highly preferred.

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