Traditional Labor Counsel
Traditional Labor Cousel Overview:
Traditional Labor Counsel Key Responsibilities:
Provide counsel on a wide range of traditional labor matters, including:
- Union relations, collective bargaining strategy, contract negotiations, and contract administration.
- Grievance handling, arbitration preparation, and representation in labor disputes.
- Advising site leadership on day‑to‑day labor relations issues, including discipline in union environments and the interpretation of collective bargaining agreements.
- Managing unfair labor practice (ULP) charges and representing the organization in matters before the National Labor Relations Board (NLRB).
- Supporting labor strategy during operational changes such as reorganizations, staffing adjustments, and plant expansions or consolidations.
- Developing and delivering training to managers and supervisors on union environments, labor law compliance, and effective labor‑management relations.
- Monitoring evolving labor law developments and advising leadership on labor relations risk, trends, and compliance requirements.
Traditional Labor Counsel Qualifications:
- J.D. from an accredited law school and admission to practice in at least one U.S. jurisdiction.
- 7+ years of experience focused on traditional labor law, with a strong background in union negotiations, grievance handling, and labor relations strategy.
- Experience representing employers before the NLRB and managing ULP charges, arbitrations, or labor disputes.
- Prior experience supporting manufacturing, industrial, or similarly complex operational environments is highly desirable.
- Exceptional communication, advocacy, and relationship‑building skills, with the ability to collaborate effectively with senior leadership and frontline operations teams.
- Strong analytical abilities and the capacity to operate in a fast‑paced, large‑scale industrial setting.
FAQs
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