Labor Relations / Compliance Manager JR105816

Regular

PRIMARY FUNCTION

The HR Compliance Manager is responsible for analyzing compliance criteria and developing systems to ensure best practices. The primary functions of the role are to ensure compliance with OFCCP, Service Contract Act (SCA) and all other federal, state, and local regulations and facilitate maintenance of the organizations labor relations program. The role will develop and improve upon various HR policies and programs to support a culture of continuous process improvement and scalability for future growth.

ESSENTIAL FUNCTIONS

– Ensure all reporting obligations are fulfilled, including EEO reports, Affirmative Action Reports, OFCCP, VETS, and more.

– Partner with Senior HR Business Partners on compliance reporting to include AAP compensation reporting.

– Track progress of good faith efforts to reach annual AAP goals.

– Partner with the HR Director on internal audits and coordinate responses to compliance reviews and audits conducted by state and federal agencies.

– Partner with on-site HRPBs/Labor Relations to mentor and assist with compliance and labor relations questions/issues.

– Reviews collective bargaining agreements and contributes/facilitates negotiations with the site manager via in person or Teams.

– Interpret labor relations agreements by responding to questions, through written interpretive. letters and memos and by responding to Union inquiries and requests.

– Facilitate, track and managing grievance procedures.

– Advise the HR staff to ensure compliance with the union contracts and Service Contract Act (SCA) contracts.

– Developing and revising union contracts.

– Stay current with state, local, and national legislation regarding labor laws, operational protocols to ensure compliance and reduce legal liability.

– Ensure all annual training obligations are met, such as anti-harassment, EEO, FMLA, ADA, OFCCP, etc. This may include partnering with Quality Training Manager and vendors to implement, create content, track completion records, and more.

– Coordinates with Quality Training Manager to load and assign corporate compliance training and policies into YuLearn.

– Partner with HRIS Specialist to develop and oversee control systems to prevent or deal with violations of legal guidelines and internal policies.

– Draft, modify and implement company policies.

– Identify compliance issues and provide.

– Other duties as assigned.

SUPERVISORY RESPONSIBILITIES

– This position may have direct and indirect supervisory responsibilities.

KNOWLEDGE, SKILLS, and ABILITIES:

– Deep understanding of HR policies, and compliance laws.

– Demonstrated ability to manage multiple projects while working independently.

– Must have working knowledge of state and federal employment/labor laws and statutes, including but not limited to OFCCP, FLSA, FMLA, ADA, Title VII, SCA and other DOL regulations.

– Experience managing third party vendors.

– Ability to partner with internal HR team members, business leaders, and counsel to drive compliance and HR-related projects forward.

– Excellent project management skills.

– Strong change management skills.

– Excellent knowledge of reporting procedures and recordkeeping.

– An analytical mindset with the ability to see and anticipate the complexities of procedures and regulations.

– Excellent communication skills.

QUALIFICATIONS:

Education Requirements

– Bachelors Degree in Human Resources or Business Administration; or equivalent combination of education and relevant experience.

Required Experience

– Must have at least 3 years in AAP development, management, and OFCCP reporting and audits.

– Must have at least 3 years of experience in Service Contract Act (SCA) requirements.

– Must have at least 5 years in HRIS, HR Operations and/or HR Compliance.

– Must have demons rated experience in HR data and analytics.

Preferred Experience

– 5 years demonstrated experience in Human Resources for federal government contracting companies strongly preferred.

– Demonstrated experience with labor relations is highly preferred.

– Experience in development of HR policies, procedures and government contracting company compliance training programs preferred.

– SHRM-CP preferred.

PREFERENCE STATEMENT
Preference will be given to Calista shareholders and their descendants and to spouses of Calista shareholders, and to shareholders of other corporations created pursuant to the Alaska Native Claims Settlement Act, in accordance with Title 43 U.S. Code 1626(g).

EEO STATEMENT
Additionally, it is our policy to select, place, train and promote the most qualified individuals based upon relevant factors such as work quality, attitude and experience, so as to provide equal employment opportunity for all employees in compliance with applicable local, state and federal laws and without regard to non-work related factors such as race, color, religion/creed, sex, national origin, age, disability, marital status, veteran status, pregnancy, sexual orientation, gender identity, citizenship, genetic information, or other protected status. When applicable, our policy of non-discrimination applies to all terms and conditions of employment, including but not limited to, recruiting, hiring, training, transfer, promotion, placement, layoff, compensation, termination, reduction in force and benefits.

REASONABLE ACCOMMODATION
It is Calista and Subsidiaries business philosophy and practice to provide reasonable accommodations, according to applicable state and federal laws, to all qualified individuals with physical or mental disabilities.

The statements contained in this job description are intended to describe the general content and requirements for performance of this job. It is not intended to be an exhaustive list of all job duties, responsibilities, and requirements.

This job description is not an employment agreement or contract. Management has the exclusive right to alter the scope of work within the framework of this job description at any time without prior notice.