Human Resources Generalist, Labor & Employee Relations

Forbes•Jersey City, NJ

5d•$130,000 - $140,000•Hybrid

About The Position

Forbes is seeking an experienced HR Labor Generalist to manage employee and labor relations matters for union-represented employees and leaders. The role advises newsroom leaders on employee relations, performance management, workplace investigations, collective bargaining agreement administration, and day-to-day union matters. It requires direct work with employees, managers, and union representatives, along with sound judgment, discretion, and a practical approach. The position also supports broader HR and company initiatives, priorities, and special projects in partnership with the HR team and business. This is a hybrid role based in the New Jersey tri-state area. The employee must work in the Jersey City office at least two days per week, Tuesdays and Wednesdays, and onsite at other work locations as needed. The role is open only to candidates residing in California, Colorado, Connecticut, the District of Columbia, Florida, Georgia, Maine, Maryland, Massachusetts, New Jersey, New York, North Carolina, Pennsylvania, South Carolina, Tennessee, Texas, or Washington. The role covers labor relations, employee relations, manager and HR partnership, and employment and labor compliance. It includes responsibility for union-related reporting and deliverables and administration of contractual compensation requirements under the collective bargaining agreement. The annual base salary range is $130,000–$140,000.

Requirements

Bachelor's degree or equivalent professional experience.
At least 7 years of progressive Human Resources experience, including significant employee relations and labor relations experience.
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.
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 work effectively in a fast-moving environment.
Practical, solutions-oriented approach that balances employee, contractual, legal, and business considerations.
Ability to work independently and recognize when matters should be escalated to HR leadership or Legal.
Ability to work in the Jersey City office at least two days per week, on Tuesdays and Wednesdays, and onsite at other locations as needed.
Must reside in one of the listed eligible states or the District of Columbia.

Nice To Haves

Experience supporting collective bargaining or labor negotiations.
Experience with arbitration, NLRB matters, and other labor proceedings.
Experience in media, publishing, digital media, or another fast-paced professional environment.

Responsibilities

Serve as a primary point of contact for day-to-day labor relations matters involving union-represented employees.
Build constructive working relationships with union representatives and internal stakeholders.
Represent management on joint management-union committees and participate in meetings, discussions, and related initiatives.
Interpret and administer collective bargaining agreements and advise newsroom leaders on contractual requirements and obligations.
Manage grievances from filing through investigation, response, and resolution; prepare for and participate in grievance meetings and labor-management discussions.
Advise leaders on potential labor implications of business decisions, organizational and staffing changes, and new workplace practices.
Partner with HR, Legal, Payroll, and business leaders to ensure consistent implementation of collective bargaining agreement provisions.
Maintain records and documentation related to grievances, labor-management discussions, investigations, performance matters, and other employee and labor relations activity.
Provide day-to-day employee relations guidance 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 complaints, conduct, harassment, discrimination, retaliation, and potential policy violations.
Prepare investigation findings and recommendations and coordinate with HR leadership and Legal on next steps as appropriate.
Advise managers on difficult employee conversations and consistent, appropriate handling of employee matters.
Review and guide 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.
Build strong relationships with leaders and provide practical, accessible guidance and tools for addressing workplace issues.
Develop and deliver manager training on employee relations, performance management, workplace investigations, and responsibilities when managing union-represented employees.
Partner with HR colleagues to support consistent application of company policies and employment practices.
Collaborate with the Managing Editor, Legal, Payroll, Finance, and other internal partners on employee and labor relations matters.
Handle union-related reporting and deliverables and administer contractual compensation requirements under the collective bargaining agreement.
Maintain knowledge of federal, state, and local employment and labor laws, particularly those affecting employees in New York, New Jersey, and Connecticut.
Monitor labor law, employee relations, and workplace regulatory developments and advise HR leadership on potential impacts.
Assist with updating policies, practices, and manager guidance in response to legal requirements, collective bargaining agreements, or business needs.