Manager - Employee & Labor Relations

#WeAreONEOK – Fortune 500 company. 100+ years in business. Leading midstream service provider. Safety first. Sustainable operations. Environmentally responsible. Employee focused.

JOB SUMMARY

Job Profile Summary

The Employee & Labor Relations Manager at ONEOK is a pivotal leadership role reporting to the Talent Management Director. This position is key strategic advisor and HR leader, driving employee and labor relations strategies that align with ONEOK's organizational goals. By fostering positive relationships and ensuring compliance with legal and regulatory requirements, this role supports a collaborative and productive work environment through:

Strategic Partnering for Employee Relations and Compliance: Collaborate with key stakeholders to establish strategies, policies, and practices that align with business needs, mitigate risk, and ensure compliance with labor and employment laws.

Team Development and Culture Enhancement: Set the vision for and develop a team of Employee Relations (ER) professionals who execute ER functions, while partnering with HRBP and Performance Excellence teams to strengthen workplace culture and employee engagement.

Labor Relations Strategy and Union Management: Partner with internal and external stakeholders to develop labor relations strategies, foster strong relationships with labor unions, and effectively manage negotiations and labor-related matters.

• Essential Functions and Responsibilities
• •Key Role Responsibilities:
• •The Employee & Labor Relations Manager will align with and uphold the following key responsibilities across core HR capabilities:
• •Employee Relations Management
• •Oversee the Investigation and resolution of employee grievances, complaints, and disciplinary matters, ensuring fairness, consistency, and adherence to policies.
• •Partner with HRBPs and other teams to address employee relations issues holistically, including accommodations and initiatives to enhance belonging and equity.
• •Collaborative partner in performance management, grievance resolution, and corrective actions in alignment with company policies and collective bargaining agreements.

• •Labor Relations Oversight
• •Build and maintain collaborative relationships with labor unions, serving as a liaison to foster effective labor-management relations.
• •Partner with legal in collective bargaining and labor agreement negotiations, aligning labor agreements with business objectives and legal compliance.
• •Proactively address labor-related concerns and grievances, ensuring alignment with labor agreements and promoting a collaborative work environment.

• •Policies & Compliance
• •Ensure adherence to labor laws, regulations, and organizational policies, staying informed of changes in legal and industry standards.
• •Develop, review, and implement employee relations policies and procedures to ensure fairness and compliance.
• •Monitor compliance efforts across employee and labor relations processes, maintaining appropriate documentation and governance practices.

• •Collaboration & Stakeholder Engagement
• •Partner with HR teams, leadership, and external stakeholders to align employee and labor strategies with organizational goals.
• •Build relationships with labor unions, employees, and leaders to foster collaboration and inclusivity.
• •Provide strategic guidance to leadership on labor and employee relations issues, driving informed decision-making.

• •Risk Management
• •Identify and address risks in employee and labor relations processes, ensuring proactive management and adherence to compliance standards.
• •Implement governance practices to maintain comprehensive documentation and mitigate organizational risks.
• •Analyze employee relations data to identify trends, provide actionable insights, and guide decision-making for continuous improvement.

• •Key Leadership Responsibilities
• •The Employee & Labor Relations Manager must demonstrate exceptional leadership skills, fostering a culture of collaboration, innovation, and strategic alignment:
• •Strategic Leadership
• •Develop and execute employee and labor relations strategies that align with business objectives and support organizational goals.
• •Use data and trends to identify opportunities for improving employee engagement, workplace culture, and the overall employee experience.
• •Collaborate with stakeholders to create proactive approaches that address employee and labor relations challenges effectively.

• •Collaboration & Stakeholder Engagement
• •Partner with HR teams, business leaders, and external stakeholders to align employee and labor relations strategies with organizational objectives.
• •Work with HRBPs and Performance Excellence teams to enhance employee engagement and foster a positive workplace culture.
• •Build strong relationships across all levels of the organization, fostering collaboration and inclusivity.

• •Employee Relations Team Development
• •Establish a clear vision for the Employee Relations (ER) team, ensuring alignment with HRBP and Performance Excellence teams to drive culture and engagement initiatives.
• •Develop ER professionals through targeted mentorship, and best practices, strengthening their ability to navigate complex employee relations issues with confidence and expertise.
• •Foster a high-performing, trusted ER team that partners effectively across HR functions to proactively address workplace challenges and support a positive employee experience.

• Education
• •Bachelor's Degree in human resources management, business administration, related field or an equivalent combination of formal education and the following job related experience

• Work Experience
• •3-5 years of progressive experience in employee and labor relations, including leadership roles within HR.
• •Experience in managing union relationships and grievance resolutions in complex organizational settings.
• •Experience of implementing employee relations strategies to enhance culture and engagement.
• •Experience partnering with cross-functional HR teams to deliver on business and workforce goals.
• •Experienced in managing complex investigations and fostering equitable resolutions.

• Knowledge, Skills and Abilities
• •Skills in: strong active listening to collect facts and evidence while maintaining objectivity, ensuring a supportive and judgment-free environment for employees.

Ability to: collaborate effectively, integrate employee relations into HR strategy, and build trust across all organizational levels.

Skills in: conducting objective investigations, interpreting data, and making fact-based recommendations.

Skills in: exceptional written and verbal communication skills to convey information clearly, document investigations, and influence organizational change.

Skills in: Strong problem-solving to address complex issues, challenge assumptions respectfully, and drive constructive outcomes.

Ability to: flexibility and thrives in dynamic environments by managing multiple priorities, quickly adapting to changes, and learning new tools and technologies.

Ability to: analyze and interpreting data to inform strategies and ensure effective decision-making.

• Licenses and Certifications
• •Professional in Human Resources (PHR)-HRCI preferred
• •Senior Professional in Human Resources (SPHR)-HRCI preferred
• •SHRM-CP - Society of Human Resource Management - Certified Professional preferred
• •Certified Labor Relations Professional preferred

• Strength Factor Rating - Physical Demands/Requirements
• •Sedentary Work - Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only o