What Will You Be Doing?

This Director provides counsel and support to the Company in all areas of labor relations, including but not limited to: dispute resolution, negotiation/collective bargaining, implementation of collective agreements, grievance resolution and case management, disciplinary hearings, and arbitration proceedings. Advises and counsels HR and senior leadership in collective bargaining interpretation and labor relations strategy. Ensures that collective bargaining agreements (CBAs) are consistently enforced across the Company through training, effective communication and collaboration with all relevant stakeholders.  Works closely within HR to ensure HR policies are not in conflict with our collective bargaining agreements.

Essential Functions

Maintain effective working relationships with all levels of Union and Company leadership. Provide strategic support and day-to-day leadership in administering the collective bargaining agreements Formulate Union relations strategies according to the given business objectives Represent and assist the Company at all proceedings as it pertains to Union relations (disciplinary investigations/hearings, System Boards of Adjustment, arbitrations) Respond to and administer the Company’s response to grievances Contribute to Union relations strategies / plans as they integrate with Company / business goals Exercise good judgment and decision-making in the best interest of maintaining amenable labor-management relations  Provide advice and counsel to management and Human Resources on contract language interpretation and other Union policies, practices, and procedures. Assist in the negotiation of collective bargaining agreements Work with outside counsel in overall risk assessment and arbitration hearings Assist other functional support groups such as Compensation, Employment, Benefits, etc. in matters pertaining to union-represented employees Interface with Union Leaders as required.

Other Functions

Assist the Human Resources team with projects, policies and programs that impact unionized employees Assist in the development and management of the Labor Relations budget Work with external counsel on legal matters pertaining to unionized employees Other duties as requested by management

 Qualifications

Bachelor's degree Law degree preferred, but not required Minimum of 7 years of experience in Labor Relations and/or 5 years of experience in Human Resources with strong exposure to Labor Relations Comprehensive understanding of unions and labor environments Comprehensive knowledge of HR policies, as well as federal and state employment law Experience in commercial aviation or related transportation industry preferred

Knowledge, Skills and Abilities

Experience in Union relations negotiations Knowledge of industry contracts Strong ability to make decisions quickly under pressure Excellent communication skills and attention to detail Excellent time/management skills

Equipment Operated

Standard office equipment, including PC, copier, printer

Work Environment

Typical office environment, adequately heated and cooled Some travel required for contract negotiation sessions

Physical Effort

Generally, not required.

Supervision Received

Considerable Latitude:  The incumbent establishes methods and procedures for attaining specific goals and objectives, and receives guidance in terms of broad goals.  Only the final results of work are typically reviewed. 

Positions Supervised 

N/A

Salary Range (BOE)

$137,643 - $182,698 plus STI and equity opportunity

Disclaimer: The above statements are intended only to describe the general nature and level of work required of the referenced position; they are not intended to be an exhaustive list of all responsibilities, duties, and skills required of individuals in this position.  Please be advised that duties and expectations of this position may be subject to change.

Frontier Airlines, Inc. is an equal opportunity employer and, as such, is committed to providing equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, national origin, age, marital status, veteran status, sexual orientation, gender identity or expression, disability status, pregnancy, genetic information, citizenship status or any other basis protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Frontier Airlines is a Zero Tolerance Drug-Free Workplace. All prospective DOT safety-sensitive employees are subject to pre-employment testing for the following drugs and their metabolites: Marijuana, Cocaine, Amphetamines, Opioids and Phencyclidine (PCP). Further, any DOT safety-sensitive job applicant who is found to have tested positive on any required drug or alcohol test at a former employer will be considered ineligible for employment with Frontier.