International Association of Sheet Metal, Air, Rail and Transportation Workers

International Association of Sheet Metal, Air, Rail and Transportation Workers

Human Resources Manager

Based in Washington, DC


POSITION SUMMARY: Reporting to the General President and the General Secretary-Treasurer, the Human Resources (HR) Manager leads all human resources practices, including the development and management of the culture, people and systems for the International Association of Sheet Metal, Air, Rail and Transportation Workers (SMART). The HR Manager also coordinates payroll and benefits. The HR Manager plays a critical role in recruiting and developing a workforce focused on exceptional service to the SMART membership with an emphasis on meeting quality standards and productivity.

ESSENTIAL FUNCTIONS: The HR Manager implements policy and coordinates human resources and related activities, such as employment, organizational development and effectiveness, labor relations, compensation and benefits, training, and employee services by performing the duties described below.

Labor Relations

  • Responsible for labor relations. Manage employee engagement, and through effective communications and coaching of managers and employees, ensure high performance and productivity and an avoidance of conflict. Develop systems, including an effective performance management program such that performance expectations and accountability for performance is maintained through progressive discipline steps when required.
  • Ensure compliance with the terms of the OPEIU Local 2 collective bargaining agreements. Administer the collective bargaining agreements in a consistent manner. Implement policies, procedures, and controls that ensure consistent and compliant administration.

Recruiting and Hiring

  • Develop a workforce plan to forecast the near and long-term talent requirements, including succession planning and workforce development requirements.
  • Create and maintain updated, accurate, and comprehensive job descriptions for all positions.
  • Administer recruitment and hiring. Bring innovative and new ways to find qualified applicants in the union administration environment. Establish hiring criteria and processes, including appropriate screening and background reviews.
  • Develop and maintain an onboarding program that fully orients new employees to SMART. These programs shall include intra-office notifications, pre- and post-new hire paperwork, and organizational office procedures and systems orientations.
  • Facilitates contracting with outside suppliers to provide employee services, such as temporary employees, search firms, or relocation services.

Policies and Procedures

  • Participate in professional organizations, e.g. SHRM, their educational programs, and legal and regulatory briefings to maintain current knowledge of labor and employment law, policies, and best practices. Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
  • Update and maintain Employee Handbook, including all approved office policies and procedures.
  • Ensure compliance with all applicable state and federal laws. Facilitate necessary employee training, including sexual harassment and discrimination training.
  • Develop policies regarding the workplace as needed.
  • Develop and implement procedures for complaints and investigations.

Payroll and Benefits Coordination

  • Responsible for time and attendance management and the integrity and operations of systems involved in managing it.
  • Coordinate all benefits offered by SMART, including pension, 401k, health benefits, and all other ancillary benefits.
  • Responsible for leave administration, including oversight of recording leave, accrual and carryover policies, and use of leave policies.

Workforce Development

  • Work with senior management team on organization-wide succession planning and exploring new structures and lines of reporting that will improve efficiency and prepare SMART for future attrition.
  • Develop and administer performance evaluation systems, including annual performance evaluations, mid-point and probationary evaluations in accordance with the Local 2 contract as applicable, and performance improvements plans as needed. Coach, train, and mentor staff on these issues.
  • Develop and coordinate management training in interviewing, hiring, terminations, promotions, performance review, safety, and sexual harassment.
  • Work closely with staff in developing training programs in areas where staff and members require skill development and support.
  • Administer 360-degree assessments, Highlands testing, and performance reviews of all staff in partnership with their supervisors. Works with staff to create a development and performance plan.
  • Oversee a SMART internship program for students interested in working for a labor union (areas can include strategic communications for organizing, research, etc.).
  • Facilitate the employee committees in their development and implementation of staff activities to foster teambuilding and high morale.
  • Develop and facilitate employee committees to increase, improve, and educate around safety, welfare, wellness, and health issues.

General HR Administration

  • Maintain personnel records in accordance with applicable federal and state laws and in compliance with the Local 2 contract.
  • Ensure that SMART is compliant with the ACA, EEOC, ADA, FMLA, and all other federal and state employment laws and regulations.
  • Analyze, select, and maintain a human resources information system that meets management information needs and that integrates with other systems to provide the most effective and efficient data flow.
  • Keep records of benefit plan participation, such as insurance and pension plan, personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting.
  • Prepare budget for human resources and ensure spending level of the department and staff committees is in line with the budget.
  • Conduct exit interviews to determine reasons behind separations and identify any key issues that need to be addressed. Provide an executive summary to senior managers.
  • Prepare reports and recommend procedures to analyze and reduce absenteeism and turnover.
  • Represent SMART at personnel-related hearings and investigations.

Change Management

  • Set strategies for managing changes to an organizational function or organizational group in partnership with the program team or management team.
  • Develop and implement effective and practical processes and tools that enable SMART to manage through change. Engage professionals as needed to support, and train on tools and processes as a change management practitioner.
  • Lead/facilitate key change and transition efforts (in various parts of the organization) to ensure organizational objectives are fully achievable as enabled by an effective change management roadmap, including communications, processes and other deliverables.
  • Leverage existing diagnostics tools and metrics such as 360 surveys, Highlands Natural Abilities Survey, LMS maturity assessment, HR analytics, etc. to support change management plan being recommended.

Other projects and duties as assigned by the General President and the General Secretary-Treasurer.


  • Leadership and Management
  • Ethics/Ethical Conduct
  • HR Technical Expertise
  • Strong Communications Skills
  • Self-Starter/Initiative
  • Collaborative Work Style
  • Team Building Skills
  • Thoroughness and Accuracy; Detail-Oriented
  • Responsive and Timely Follow Up

Supervisory Responsibilities:
Provides guidance and counseling to all staff.

Reports to:
This position reports to the General President and the General Secretary-Treasurer. This position also works closely with other members of the management team.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

Education and/or Experience
Bachelor's degree (B.A.) from four-year college or university and 7 years of HR experience; or eight to ten years of related experience and/or training; or equivalent combination of education and experience.

Language/Communication Skills
Must be able to read, analyze, and interpret complex documents. Must possess the ability to respond effectively to the most sensitive inquiries or complaints. Must be able to write clear and concise policies, memos, emails, and other correspondence. Ability to make effective and educational presentations on difficult and/or complex topics to all levels of staff is required. Must be able to effectively represent the organization at conferences, hiring events, and other related venues. Must be able to facilitate groups of 50-100 leaders.

Strategic thinking, business acumen, and problem solving. Strong analytical skills to truly understand the problem and ability to provide solutions that are feasible to implement for SMART to solve the problem. Relationship management, strong interpersonal, analytical, communication, inquiry, presentation, and project management skills. Strong influencing skills, with proven ability in coaching, motivating, and inspiring others.

Certificates, Licenses, Registrations
HR Certification strongly preferred: SHRM – CP or SCP or HRCI – PHR or SPHR.

Work Environment:
This job operates in a professional, high-volume, office setting. Proficient knowledge of the MS Office Suites, as well a general knowledge of HR systems for time and attendance, and other HR information is required. This role routinely uses standard office equipment, such as computers, telephones, photocopiers, scanners, and fax machines.

Physical Demands:
This is largely a sedentary role; however, some mobility and physical activity is needed to carry out all duties of the position. This would require the ability to lift files, office products, equipment, and boxes at times, open filing cabinets, and bend or stand as necessary.

Position Type/Expected Hours of Work:
This is a full time, exempt position. The incumbent will be expected to be in the office Monday through Friday during normal business hours. Work performance will be measured based on organizational, HR, and personal goals achievement and contribution to near and long-term strategic objectives.

Travel up to 30% is expected for this position.

To Apply:
Please submit a résumé and cover letter to Kristin Bruck, HR Director, at: kbruck@smwnbf.org, and please include your salary requirements.

WHEN APPLYING: Be sure to indicate that you saw this information at UNIONJOBS.COM.