Human Resources Generalist, Labor & Employee Relations

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Forbes is seeking an experienced HR Labor Generalist to manage a broad range of employee and labor relations matters for our union-represented employees and leaders. This person will serve as a trusted advisor to our newsroom leaders, providing practical guidance on employee relations, performance management, workplace investigations, collective bargaining agreement administration and day-to-day union matters.

This is a hands-on role for someone who is comfortable working directly with employees, managers and union representatives and who can navigate complex workplace issues with sound judgment, discretion and a practical approach. This individual will also support broader HR/company initiatives, priorities and special projects as needed, partnering across the HR team and business. 

This is a Hybrid role that must be based in the NJ tri-state area.  Position will require the individual to work in the Jersey City office a minimum of 2 days per week (Tuesdays & Wednesdays) as well as onsite at any other work location as needed.

Responsibilities:

Labor Relations

• Serve as a primary point of contact for day-to-day labor relations matters involving Forbes' union-represented employees.
• Develop and maintain constructive working relationships with union representatives and internal stakeholders.
• Serve as a management representative on joint management-union committees and participate in committee meetings, discussions and related initiatives. 
• Interpret and administer collective bargaining agreements and advise newsroom leaders regarding contractual requirements and obligations.
• Manage grievances from initial filing through investigation, response and resolution.
• Prepare for and participate in grievance meetings and other labor-management discussions.
• Advise leaders regarding potential labor implications of business decisions, organizational changes, staffing changes and new workplace practices.
• Partner with HR, Legal, Payroll and business leaders to ensure consistent implementation of collective bargaining agreement provisions.
• Maintain accurate records and documentation relating to grievances, labor-management discussions and other labor matters.

Employee Relations

• Provide day-to-day employee relations guidance and support to managers and employees.
• Coach managers on performance management, corrective action, workplace conduct, attendance, policy interpretation and other employee matters.
• Conduct prompt, thorough and objective workplace investigations involving employee complaints, workplace conduct, harassment, discrimination, retaliation and potential policy violations.
• Prepare investigation findings and recommendations and partner with HR leadership and Legal, as appropriate, regarding next steps.
• Advise managers on difficult employee conversations and help ensure employee matters are handled consistently and appropriately.
• Review and provide guidance regarding performance improvement plans, written warnings and other corrective actions.
• Partner with HR leadership on employee separations, reorganizations, reductions in force and other workforce changes.
• Identify emerging employee relations issues and trends and recommend practical solutions before issues escalate.
• Maintain appropriate documentation and case records regarding investigations, performance matters, grievances and other employee relations activity.

Manager & HR Partnership

• Build strong relationships with leaders and serve as a practical, accessible resource on employee and labor relations matters.
• Provide managers with guidance and tools to address workplace issues effectively and consistently.
• Develop and deliver training for managers on employee relations, performance management, workplace investigations and responsibilities when managing union-represented employees.
• Partner closely with members of the HR team to ensure consistent application of company policies and employment practices.
• Work collaboratively with the Managing Editor, Legal, Payroll, Finance and other internal partners on matters involving employee and labor relations.
• Responsible for all union-related reporting and deliverables, as well as the administration of all contractual compensation requirements under the CBA. 

Employment & Labor Compliance

• Maintain current knowledge of federal, state and local employment and labor laws and regulations, particularly those affecting employees in New York, New Jersey and Connecticut.
• Monitor developments in labor law, employee relations practices and workplace regulations and advise HR leadership regarding potential impact.
• Assist with updating policies, practices and manager guidance in response to changes in legal requirements, collective bargaining agreements or business needs.

The ideal candidate:

• Bachelor's degree or equivalent professional experience required.
• 7+ years of progressive Human Resources experience, with significant experience in employee relations and labor relations.
• Demonstrated experience working in a unionized environment and administering collective bargaining agreements.
• Experience handling grievances and working directly with union representatives.
• Experience conducting complex workplace investigations and advising managers on sensitive employee relations matters.
• Strong understanding of federal and state employment and labor laws, including the National Labor Relations Act.
• Experience supporting collective bargaining or labor negotiations strongly preferred.
• Experience with arbitration, NLRB matters and other labor proceedings preferred.
• Experience working in media, publishing, digital media or another fast-paced professional environment is a plus.
• Strong written and verbal communication skills, including the ability to communicate clearly with employees, managers, senior leaders and union representatives.
• Strong judgment and ability to handle sensitive and confidential information appropriately.
• Ability to manage multiple matters simultaneously and operate effectively in a fast-moving environment.
• Practical and solutions-oriented approach with the ability to balance employee, contractual, legal and business considerations.
• Ability to work independently while knowing when matters should be escalated to HR leadership or Legal.

The annual base salary range for this role is $130,000 - $140,000

Forbes has estimated the compensation range set forth above in good faith.  The compensation range is what we believe we will offer, and ultimately pay, a successful candidate.  In determining this range, we consider the experience, level of education (if applicable to the role), knowledge, skills, and abilities required to be had by a successful candidate as well as the budget and the company’s pay rates, generally. This said, we may have to make changes to our compensation estimates and job descriptions from time to time and we expressly reserve the right to do so.  Should we make any such changes, this advertisement will be revised to reflect such revisions.  We encourage you to occasionally re-visit this advertisement to ensure that you are abreast of any changes.  Thank you for your interest in joining Forbes!

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This role may evolve over time. While this job description outlines the primary responsibilities, additional duties may be assigned as business needs change. Forbes aims to offer employees the flexibility they need in order to be successful. Some positions may require candidates to be based in a specific location for consideration while some roles may be fully remote (within the U.S.) if it aligns with the needs of the position. This position is only open to candidates residing in California, Colorado, Connecticut, District of Columbia, Florida, Georgia, Maine, Maryland, Massachusetts, New Jersey, New York, North Carolina, Pennsylvania, South Carolina, Tennessee, Texas, & Washington. Due to business operations and compliance requirements, we are unable to consider applicants based outside these states at this time.

Forbes is an equal opportunity employer.

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