Labor Relations Specialist

Description Purpose: The Labor Relations Specialist is responsible for supporting and administering labor and employee relations programs that promote positive workplace relationships and compliance with applicable labor laws, collective bargaining agreements, and company policies. This role performs a broad range of responsibilities including employee relations investigations, grievance administration, labor relations support, conflict resolution, disciplinary process support, policy interpretation, and union-related matters. Working closely with employees, supervisors, managers, union representatives, and cross-functional partners, the Labor Relations Specialist helps ensure fair and consistent application of workplace policies, effective resolution of employee concerns, and constructive labor-management relationships. The role serves as a key resource for employee and labor relations matters while supporting a compliant, respectful, and productive work environment. Essential Duties Support employee relations and labor relations activities to ensure consistent application of company policies, procedures, and workplace standards. Conduct and document workplace investigations involving employee complaints, policy violations, misconduct allegations, and other employee relations matters. Partner with managers to provide guidance regarding employee performance concerns, attendance issues, conduct matters, and corrective action processes. Assist in the administration and documentation of disciplinary actions, performance improvement plans, coaching discussions, and employee counseling activities. Interpret and communicate company policies, employment practices, and workplace expectations to managers and employees. Support conflict resolution efforts and facilitate effective communication between employees and management. Maintain investigation files, employee relations records, and supporting documentation in accordance with company policies and legal requirements. Assist with employee terminations, reductions in force, grievances, and other workforce actions as applicable. Support compliance with federal, state, and local employment laws and regulations related to employee and labor relations. Analyze employee relations trends and recommend improvements to workplace practices, employee engagement, and workforce effectiveness. Participate in employee relations training, policy communication, and workplace compliance initiatives. Collaborate with Human Resources leadership and business leaders to foster a respectful, compliant, and productive work environment. Interpret and administer collective bargaining agreements (CBAs) and provide guidance to supervisors and managers regarding contractual requirements, established practices, and labor relations matters. Manage and support the grievance process, including investigating grievances, gathering relevant documentation, preparing management responses, tracking contractual timelines, and participating in grievance meetings with union representatives. Support arbitration matters by preparing case files, timelines, exhibits, disciplinary records, witness information, and other documentation necessary for arbitration proceedings. Partner with HR leadership, management, and legal counsel in developing and preparing the Company’s position on grievances, arbitration matters, and other labor relations issues. Participate in labor-management meetings and meetings with union representatives regarding workplace concerns, contract interpretation, grievances, and employee relations matters. Support collective bargaining negotiations by researching contract provisions, preparing bargaining materials and proposals, maintaining negotiation records, and assisting with information requests. Requirements Education & Experience Requirements Bachelor’s Degree in Human Resources, Business Administration, Labor Relations, Industrial Relations, or a related field required Minimum of five (5) years of progressive Employee Relations or Labor Relations experience, including workplace investigations, policy interpretation, corrective action administration, conflict resolution, employee counseling, and employment law compliance. Demonstrated experience supporting employee relations and labor relations programs, policies, and procedures, including workplace investigations, corrective action administration, policy interpretation, conflict resolution, and employment law compliance. Demonstrated experience working in a unionized environment, including collective bargaining agreement administration, grievance handling, workplace investigations, disciplinary actions, and interaction with union representatives. Knowledge & Skills Requirements Proven ability to manage multiple priorities, meet deadlines, and maintain accuracy in a fast-paced work environment. Ability to interpret, apply, and ensure compliance with company policies, procedures, and applicable employment laws and regulations. Demonstrated problem-solving skills with the ability to exercise sound judgment and discretion when handling employee and workplace matters. Strong customer service orientation with the ability to effectively support employees, managers, and business partners. Excellent written, verbal, and interpersonal communication skills. Proven ability to build positive working relationships and collaborate effectively across departments and organizational levels. Strong organizational, time management, and attention-to-detail skills. Ability to handle sensitive and confidential information with professionalism and integrity. Proficiency in Microsoft Office applications, including Word, Excel, PowerPoint, and Outlook. Ability to adapt to changing business needs and support continuous improvement initiatives. Preferred Education & Experience Master’s Degree preferred. Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or other related Human Resources certifications preferred. Experience with Human Resources Information Systems (HRIS), SAP, Paylocity, or similar systems preferred. Experience supporting Human Resources operations, payroll administration, employee relations, labor relations, benefits administration, onboarding, or compliance activities preferred. Experience conducting workplace investigations, administering corrective actions, conflict resolution, and policy interpretation preferred. Previous Human Resources or Labor Relations experience in a fast-paced manufacturing environment preferred. Bilingual Spanish/English proficiency strongly preferred. Physical Demands Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Expected Hours Of Work A typical work week is 40 hours/week. Working hours for employees are flexible with a typical day starting 8:00am- 5:00pm M-F. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. Candidate Sponsorship Mobis does not provide immigration related sponsorship for this role. Do not apply for this role if you will need Mobis immigration sponsorship now or in the future. This includes direct company sponsorship, entry of Mobis as the immigration employer of record on a government form and any work authorization requiring a written submission or other immigration support from the company. (e.g., H-1B, OPT, STEM OPT, CPT, E-2, TN, J-1, etc.) Ada Disclaimer Mobis North America is committed to working with and offering reasonable accommodation to job applicants with disabilities. If you need assistance or an accommodation due to disability for any part of the employment process. Please contact us at: View email address on click.appcast.io. Eeo Statement Mobis North America is an Equal Opportunity Employer. This company will provide equal opportunity to all individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Information collected regarding categories as provided by law will in no way affect the decision regarding an employment application. Mobis North America will not discharge or in any manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with Mobis North America legal duty to furnish information. #J-18808-Ljbffr MOBIS North America