Vigor Values

Vigor expects all employees to enhance the atmosphere in which they work by living the Vigor Values every day.

Truth:We seek the truth, and we speak the truth
Responsibility:We act on what we know is right
Evolution: We seek mastery, and adapt to a changing world
Love:We care about the people we work with, and the world we live in

POSITION SUMMARY: This position provides Human Resources administration and consulting services for employees and their managers within assigned areas of responsibility. Participates in the development, implementation, administration and coordination of human resources policies, programs and guidelines to support management in the effective utilization and planning of human resources to achieve company objectives. There is a heavy emphasis in the area of employee/labor relations and staffing functions in accordance with practices applicable to an affirmative action employer. The role reports directly to the Director of Labor Relations with a strong dotted line and daily reporting status to senior operations managers, and has frequent contact and input from and interaction with the Vice President of Human Resources. This position requires collaboration with other HR Managers across the organization to ensure best practices and consistent processes are used.

ESSENTIAL FUNCTIONS AND MAJOR RESPONSIBILITIES:(This list is not intended to detail all aspects of the assigned work but is representative of the job's overall responsibilities.)

1. Serves as the primary contact for union and non-union hourly employees and labor advocates regarding contract administration questions, human resources policies, procedures, and administration.

2. Provides counsel to managers on a wide range of labor relations and employment law issues, including the investigation of serious employee complaints.

3. Assists in the development of proactive approaches to improve labor relations.

4. Assists senior management with the resolution of grievances and employment law litigation; contract interpretation, preparation of Company's position statement for EEOC, NLRB, BOLI charges or application of disciplinary action.

5. Assists with contract administration and negotiations as required. This may encompass multiple collective bargaining agreements with multiple different operating companies depending on the assigned area of responsibility.

6. Contributes to, or is responsible for, projects and administrative activities that have an impact beyond a single business unit or entity, including corporate-wide initiatives. This may include basic tasks such as development of employment forms as well as revising or creating complex employment policies or documents.

7. Responsible for ensuring business practices are in accordance with the terms of the collective bargaining agreement, federal, state and local laws and reflect best operating practices appropriate to the industry.

8. Ensures that new employees receive an appropriate orientation regarding the corporate organization and business philosophies as well as employee benefits, programs and responsibilities.

9. Coordinates the maintenance of complete, accurate files and records in support of human resource programs and initiatives.

10. Offers assistance in designing effective training materials and methodologies.

11. Assists in facilitating and presenting employment law training for managers and supervisors.

12. Composes correspondence, reports, and proposals of all types and levels of complexity. Ensures that documents are technically accurate, grammatically correct, and appropriate for the intended audience and have an appropriate level of diplomacy in the conveyance of sensitive subjects.

13. Works closely with other functional areas and/or on special projects within human resources such as recruitment, selection and placement, affirmative action plan development, policy design, implementation and administration, compensation administration etc.

JOB SCOPE: The position operates within general parameters, but must use sound judgment and independent decision making when applying policies and procedures, including administration of collective bargaining agreements. The incumbent and staff are ultimately held accountable for the result of human resources service provided to the appropriate business unit client. The role receives mentoring and oversight from the Director of Labor Relations.

SUPERVISORY RESPONSIBILITY:Provides direction but not supervision to HR Representative and HR Support as needed.

INTERPERSONAL CONTACTS: The Human Resources Manager coordinates his/her efforts with managers and supervisors. This position represents the Company through formal and informal interactions and communications with all levels of management/supervision, salaried non-union employees, hourly craft employees, union officials, government officials and industry peers.

KNOWLEDGE SKILLS AND ABILITIES:

* Ability to manage and administer a broad range of policies and tasks including resolving complaints, counseling managers and employees on the interpretation of policies, procedures and union agreements.

* Knowledge and experience with collective bargaining as company spokesperson in negotiations.

* Knowledge and experience with the NLRA and with the NLRB, including responding to Unfair Labor Practices, Mandatory subjects of bargaining and union avoidance training for managers.

* Knowledge of the principles and practices of human resources management and supervision in both union and non-union work environments.

* Strong interpersonal skills, communication, management, organizational effectiveness, and ability to present ideas in small and large group setting.

* Knowledge of applicable state and federal employment and labor laws and governmental compliance requirements. Knowledge of affirmative action plan design, development and administration.

* Ability to exercise sound judgment and make decisions in a manner consistent with the essential job functions as well as understanding when it is appropriate to bring in the Director of Labor Relations or Vice President of HR for review and counsel on an issue before taking action.

* Strong ability to influence line-managers and maintain positive working relationships.

* Ability to effectively manage high level conflicts in a constructive and efficient manner.

* Knowledge of and ability to effectively utilize information technology including hardware and software applications such as Microsoft Word, Excel and Outlook to accomplish work objectives required.

EDUCATION AND/OR EXPERIENCE: Graduation from an accredited four year college or university with a degree in Human Resources, Business or other closely related field is preferred.

Minimum three years of related experience in Human Resources with emphasis on employee and labor relations, preferably in a heavy industrial or manufacturing environment.

CERTIFICATES, LICENSES AND REGISTRATIONS:PHR is preferred.

PHYSICAL DEMANDS: Requires physical and mental stamina appropriate to the performance of assigned duties. The following represent illustrations of requirements- Sitting or standing for extended periods of time; primarily in an office setting but at times the work requires going into a heavy industrial setting. The person may be required to walk up stairs and ladders and aboard ships to interact with employees. Mental ability to evaluate, assess and manage complex problems and policy related matters, at times in emotionally charged situations. He/she may be required to work nights or weekends. Work involves walking, talking, hearing, using hands to handle, feel or operate objects, tools or controls and reaching with hands and arms. Vision abilities required by this job include close vision and the ability to adjust focus. The employee may be required to push, pull, lift and/or carry boxes or containers. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORK ENVIRONMENT:While in production areas the person will be exposed to all weather conditions, noise, fumes, dusts and odors. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Must have the ability to perform the essential job duties with or without reasonable accommodation and without posing a direct threat to safety or health of employee or others.

Our goal is to provide a strong compensation package in support of industrial jobs that matter - to the local economy - and communities in which we operate.

To achieve this goal, Vigor's total compensation philosophy will remain flexible and therefore, subject to periodic review and revision to assure it continues to be sustainable and that is supports the Vigor Code and Culture Values.

Vigor's total compensation philosophy considerations include the following:

• Objective is to attract and retain the best performers.
• Base pay for positions shall be set slightly below market.
• Base pay provided to individuals shall be determined in consideration of market data, internal equity, and overall job performance.
• Annual cash compensation, which includes base pay and incentive compensation bonus, shall be target to be above market when the Company's overall financial performance has been positive.
• Encourage leadership and competency building by linking career development and individual performance to greater income earnings opportunities.
• Employee health, welfare and 401K retirement benefits taken together are above market average provided overall company performance remains positive.

At Vigor we offer a generous benefits package that includes:

Vigor and its wholly owned subsidiaries provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veterans, age, disability or genetics. In addition to federal law requirements, Vigor complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, benefits, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.