• Manages employee and labor relations matters for unionized and non-union workforce • Conducts investigations as needed for cases involving unionized workforce and makes recommendations as needed • Mediate discussions between employer and employee representatives in attempt to reconcile differences • Works with ER/LR Leadership, Site leadership, Security, and others on escalated issues and other matters as required • Interprets contractual agreements for leaders and employees engaged in labor relations processes • Review and approve employee disciplinary actions, such as written warnings, suspensions, and terminations • Train managers or supervisors on topics related to labor relations, such as working conditions, safety, or equal opportunity practices • Identifies Employee Relations/Labor Relations trends and communicates to Site and Advice and Council Center leadership as needed • Proactively develops and maintains technical knowledge in employment law and HR/ER, remaining up-to-date on current trends and best practices • Jointly develops practical implementation plans to resolve ER issues that consider the overall culture of the organization with a goal to maintain a positive, engaged work environment • Responsible for administering and facilitating all leave of absence claim processes, including Workers Comp, FMLA, ADA, and other statutory or company-specific leaves for unionized workforce • Will work closely with service providers and facilitate transitional return to work, ensuring that employees receive the necessary support during their leave periods • Administer and facilitate unionized workforce leave and disability programs, including tracking open requests and return of certifications by assigned deadlines • Use independent judgment to issue determinations on continuous and intermittent leave requests • Communicate and educate policies and procedures related to the leave and disability process with employees and managers • Support leaders in the interactive process with employees to identify reasonable accommodations under the ADA • Administer the leave/accommodation tracking system and develop workflows • Identify ways to automate processes and streamline procedures for leave management • Educate staff on policy changes and best practices regarding leaves • Reconcile disability, paid leave, PTO, and unpaid time for leave-related absences • Manage the leave inbox, ensuring timely responses to inquiries