Labor Relations Coordinator

Sears Seating; Davenport (IA); On-site; USD 50,000 - 65,000; Full time

Job summary

Sears Seating in Davenport, Iowa, is seeking a Labor Relations Coordinator to assist with daily labor relations within a unionized manufacturing environment. This role focuses on maintaining positive labor-management relationships, ensuring consistent application of company policies, and supporting grievance resolution processes.

The ideal candidate will have a background in HR or labor relations, strong communication skills, and the ability to work in a fast-paced manufacturing setting. Exposure to union environments is preferred.

Qualifications

• 1–3 years of HR, employee relations, or labor relations experience.
• Experience in a manufacturing or industrial environment preferred.
• Exposure to union environments (UAW preferred) is a strong plus.

Responsibilities

• Assist in interpreting and applying the UAW collective bargaining agreement.
• Coordinate and track grievance activity and support investigations.
• Build working relationships with UAW stewards and bargaining unit employees.

Skills

Labor relations principles

Organizational skills

Effective communication

Interpersonal skills

Problem-solving

Education

Associate or bachelor’s degree in human resources or Business Administration

Job description

Position Summary

The Labor Relations Coordinator supports daily labor relations activities within a unionized manufacturing environment. This role works closely with Human Resources, operations leadership, and UAW representatives to ensure consistent application of the collective bargaining agreement (CBA), company policies, and labor laws in a right-to-work state. The coordinator plays a key role in grievance tracking, investigation support, documentation, and supervisor guidance, helping to maintain a fair and productive workplace while fostering positive labor-management relationships.

Key Responsibilities

Contract Administration Support

• Assist in interpreting and applying the UAW collective bargaining agreement.
• Support supervisors and managers in understanding contract provisions related to attendance, seniority, job assignments, and work rules.
• Ensure consistent application of company policies and CBA provisions across departments.

Grievance Coordination

• Coordinate and track grievance activity, including documentation, timelines, and responses.
• Support investigations by gathering facts, documents, and statements.
• Partner with HR and leadership to prepare responses and maintain accurate grievance records.
• Monitor trends and elevate recurring issues to HR leadership.

Employee Relations Support

• Assist with employee relations matters, including investigations into attendance, conduct, and workplace concerns.
• Help ensure consistent and fair application of discipline within the guidelines of the CBA.
• Serve as a resource for supervisors navigating day‑to‑day labor relations situations.
• Support attendance management processes, including tracking, documentation, and coordination of corrective action in alignment with the CBA.

Labor‑Management Interaction

• Build working relationships with UAW stewards and bargaining unit employees.
• Support labor‑management meetings through preparation, notes, and follow‑up actions.
• Help facilitate communication between management and union representatives.

Compliance & Documentation

• Maintain accurate and organized records related to grievances, discipline, and investigations.
• Support compliance with labor laws including NLRA, FMLA, FLSA, and right‑to‑work considerations.
• Assist with audit preparation and documentation requests.

Training & Supervisor Support

• Support training efforts for supervisors on basic contract interpretation and employee relations practices.
• Provide guidance and tools to leaders to improve consistency in decision‑making.

Reporting & Metrics

• Maintain labor relations reports (grievances, attendance, discipline trends).
• Identify patterns and assist HR leadership in developing action plans to reduce risk and improve workforce stability.

Qualifications

Education & Experience

• Associate or bachelor’s degree in human resources, Business Administration, or related field preferred.
• 1–3 years of HR, employee relations, or labor relations experience.
• Experience in a manufacturing or industrial environment preferred.
• Exposure to union environments (UAW preferred) is a strong plus.

Knowledge, Skills & Abilities

• Basic understanding of labor relations principles and collective bargaining agreements.
• Strong organizational and documentation skills.
• Ability to handle sensitive information with confidentiality.
• Effective communication and interpersonal skills.
• Ability to build positive working relationships with supervisors, employees, and union representatives.

Key Competencies

• Attention to detail
• Organization and follow‑through
• Communication skills
• Problem‑solving
• Integrity and confidentiality

Working Conditions

• Manufacturing environment with presence on the production floor.
• Interaction across multiple shifts; occasional off‑shift support may be needed.
• Fast‑paced setting with frequent priorities requiring strong time management.
• Frequent interaction with production supervisors and operations leadership.