Mgr-Field Labor Relations

While this is a remote position, the successful candidate must reside within 50 miles of a FedEx Freight location within the continental US. POSITION OVERVIEW : Lead a team of professionals responsible for conducting professional, thorough internal labor relations assessments. Work with leadership to develop and implement specific action plans and leadership strategies that result in an engaged and motivated workforce that prefers a strong, direct relationship with company leaders. ESSENTIAL JOB DUTIES/RESPONSIBILITIES: Select, educate, develop and motivate a professional team responsible for handling high-profile and confidential labor relations assessments Work with leadership to develop and implement specific action plans and leadership strategies that result in an engaged and motivated workforce that prefers a strong, direct relationship with company leaders Develop strategy for and conduct confidential labor relations assessments Collaborate with business stakeholders involved in labor relations assessments while maintaining appropriate confidentiality Conduct confidential employee interviews and gather evidence relative to labor relations assessments Conduct risk analysis relative to labor relations assessments and work with leadership to pursue necessary remedial actions and strategies Ensure impartial, respectful and professional behavior in the face of potentially difficult and uncomfortable situations surrounding labor relations assessments Assist in-house attorneys in conducting highly complex assessments related to employee relations initiatives; draft recommended action plans; communicate assessment results and work with management to effectuate action plans Conduct labor relations training Comply with all applicable laws/regulations, as well as company policies/procedures Perform other duties as required Disclaimer: This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job. QUALIFICATIONS: Bachelor’s degree or equivalent work experience plus seven (7) years’ experience with demonstrated proficiency in employee relations related responsibilities (2 years FedEx Freight Operations Leadership equals 1 year qualifying experience in employee relations) Previous management experience, preferred Strong foundational skills related to leadership principles, including culture assessment and experience conducting leadership training Proven ability in problem-solving, analysis and independent judgment Excellent interpersonal and communication skills (written, verbal and presentation) Strong time management and organizational skills with an attention to detail Ability to handle and maintain confidential information Ability to work independently and function effectively in situations that may be potentially adversarial Ability to interact with and support employees and leadership across all organizational levels Excellent skills with Microsoft Office software, including but not limited to Word, Excel, Outlook and the internet Union Campaign or avoidance experience and working knowledge of the NLRA, preferred WORKING CONDITIONS: Hours will vary due to operational need Frequent travel required Pay Transparency: The compensation listed reflects the pay range or rate of pay reasonably expected for this posted position at the posted location(s). If this opportunity includes multiple job levels, the pay information represents the minimum and maximum range for all levels. Actual pay is determined by job-related factors permitted by law and relevant to the position, such as experience, tenure, market level, pay at the location for this job, performance, schedule, and work assignment. Eligible employees offered health, vision, dental, life, AD&D, STD and LTD insurance, employee assistance program, personal/sick paid time, 401(k) retirement savings plan, bonus potential, tuition reimbursement, adoption assistance, 2 weeks paid parental leave, paid bereavement, employee discounts, 6.67–13.34 hours vacation per month based on service time, 8 paid holidays. Pay Range: $93,851.00 - $180,195.00 per year Colorado Pay Ranges: Colorado Springs, Grand Junction $100,421 - $160,674; Henderson, Mead $106,052 - $169,683; Gypsum $112,622 - $180,195 Illinois Pay Ranges: Effingham, Kankakee, Lincoln, Quincy, Rockford, Aurora $100,421 - $160,674; Bolingbrook, Chicago Heights, Des Plaines, Elmhurst, Forest View, Joliet, Schaumburg, Summit-Argo, Zion $112,622 - $180,195 New York Pay Ranges: Plattsburgh, Buffalo, Watertown, North Chili, East Syracuse, Nichols $100,421 - $160,674; Bethpage, Montgomery, West Babylon $112,622 - $180,195 New Jersey Job Postings: $93,851.00 - $146,408.00 per year This compensation range is a reasonable estimate of the current starting pay range in NJ. If this opportunity includes multiple job levels, the range is a reasonable estimate of the current starting salary for the lowest level to the current starting salary of the highest level. Actual starting pay is determined by experience relative to the job, market level, specific location and other job-related factors permitted by law. Regular full & part-time employees (who complete 91 days of employment and work a minimum average of 12 hours per week) are eligible to enroll in medical, dental, and/or vision coverage, tuition reimbursement. Full/part-time employees who are age 21 are eligible for 401(k) after one month of employment. EST FedEx Freight, Inc FedEx Freight is an Equal Opportunity Employer, including disabled and veterans. If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please e-mail at [email protected]. FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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 the contractor’s legal duty to furnish information.