Human Resources Generalist, Labor & Employee Relations

Forbes•Jersey City, NJ

4d•Hybrid

About The Position

Forbes is seeking an experienced HR Labor Generalist to manage a broad range of employee and labor relations matters for union-represented employees and leaders. The role serves as a trusted advisor to newsroom leaders, providing practical guidance on employee relations, performance management, workplace investigations, collective bargaining agreement administration, and day-to-day union matters. It involves working directly with employees, managers, and union representatives and navigating complex workplace issues 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 position 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 be onsite at other work locations as needed.

Requirements

Bachelor's degree or equivalent professional experience.
At least 7 years of progressive Human Resources experience, with 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 and ability to balance employee, contractual, legal, and business considerations.
Ability to work independently and recognize when matters should be escalated to HR leadership or Legal.
Must be based in the New Jersey tri-state area and work from the Jersey City office at least two days per week, Tuesdays and Wednesdays, with onsite work at other locations as needed.
Applicants must reside in one of the listed eligible states or jurisdictions: California, Colorado, Connecticut, District of Columbia, Florida, Georgia, Maine, Maryland, Massachusetts, New Jersey, New York, North Carolina, Pennsylvania, South Carolina, Tennessee, Texas, or Washington.

Nice To Haves

Experience supporting collective bargaining or labor negotiations.
Experience with arbitration, NLRB matters, and other labor proceedings.
Experience working 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.
Develop and maintain constructive working relationships with union representatives and internal stakeholders.
Represent management on joint management-union committees and participate in meetings, discussions, and initiatives.
Interpret and administer collective bargaining agreements and advise newsroom leaders about 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 about 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 accurate records and documentation relating to grievances, labor-management discussions, and other labor matters.
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 complaints, conduct, harassment, discrimination, retaliation, and potential policy violations.
Prepare investigation findings and recommendations and partner with HR leadership and Legal, as appropriate, on next steps.
Advise managers on difficult employee conversations and promote consistent and appropriate handling of employee matters.
Review and provide guidance on 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 for investigations, performance matters, grievances, and other employee relations activity.
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 manager training on employee relations, performance management, workplace investigations, and responsibilities when managing union-represented employees.
Partner with HR team members to ensure consistent application of company policies and employment practices.
Work collaboratively 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 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 about potential impact.
Assist with updating policies, practices, and manager guidance in response to changes in legal requirements, collective bargaining agreements, or business needs.
Support broader HR and company initiatives, priorities, and special projects as needed.