Standard Job Description

Lockheed Martin seeks an experienced HR professional for a hybrid HR Manager/Labor Relations Manager and HR Site Lead role at our Johnstown, Pennsylvania manufacturing site. This unique position combines strategic labor relations leadership, HR leadership and comprehensive human resources management, serving as a critical partner to Production Operations leaders. The successful candidate will lead labor relations strategy while also overseeing broader HR functions including workforce planning, performance management and employee development.

This role will serve as the primary labor relations advisor to site leadership, guiding complex employee relations matters and fostering productive labor-management relationships while representing the company’s interests. Simultaneously, the role will provide strategic HR direction to Johnstown site leadership driving workforce planning, performance management, and talent development initiatives, balancing business needs with the strategic direction of the HR organization and People Strategy.

This role is expected to be on-site in Johnstown full-time, 4 days per week.

Key Responsibilities:

• Labor Relations:
  • Lead and develop labor relations strategy for the Johnstown manufacturing site
  • Provide counsel to the leadership team on labor strategy, contract interpretation, employee relations, workplace conflict resolution, grievances, arbitrations, investigations and disciplinary action processes.
  • Partner with union leadership to build productive labor-management relationships while representing company interests
  • Participate in collective bargaining negotiations and contingency planning
• HR Manager & HR Site Lead
  • Partner with executive clients to balance the needs of the business with the strategic direction and practices of the HR organization and the People Strategy.
  • Develop workforce strategy for the client organization that is based on business growth/forecast, and current and future workforce – identifies workforce gaps, risks, and areas of opportunity.
  • Provide leaders and employees with coaching, consultation, and guidance on the effective management of people, communication, conflict management, team dynamics, organizational structure, resourcing, and relationships.   
• General:
  • Lead significant projects
  • Foster relationships and build partnerships across the HR organization, promoting a OneHR approach
  • Partner with Centers of Excellence (COE) to deliver integrated workforce solutions
  • Foster a high-performing culture that supports employee engagement, leadership development, and continuous improvement.
  • Use workforce analytics to identify trends, mitigate risk, and support strategic business decisions.

Responsible for designing and driving human capital initiatives to align with business objectives for assigned client groups. Responsible for subordinate employee recruitment, development, performance assessment, work assignment, compensation, recognition, and disciplinary actions. Serves as a consultant to leadership on human resource-related issues. Acts as an employee champion and change agent. Assesses and anticipates human capital requirements and opportunities, partnering with functional experts to develop and implement integrated solutions. The HRBP maintains an effective level of business literacy about the business units financial position, strategic plans, culture and competition.

Basic Qualifications

• Experience guiding clients on HR strategy, policies, and compliance
• Proven ability to coach, consult and provide guidance for all employee levels: executives, leaders, and hourly employees
• Experience in project management, including developing project plans, stakeholder engagement, milestone definition, and outcome/results assessment
• Ability to build effective relationships and partner with business leaders to influence labor relations practices, strategies, and philosophies as well as ability to develop and maintain positive employee relations between union officials and business leaders
• Strong written and verbal communication, including persuasive messaging and active listening in both employee relations and leadership contexts
• Comprehensive knowledge of state and federal employment law (FMLA, ADA, NLRA, EEOC, FLSA, etc.) applied across general and hourly-represented workforces

Desired Skills

• Bachelor's Degree in human resources, business or related field.  Master's degree is preferred
• Experience leading teams
• Prior experience working in unionized manufacturing operations
• Experience providing coaching on employee relations, disciplinary processes, and investigations
• Certification(s) in Human Resources, Labor Relations, arbitration advocacy, or mediation
• First-chair negotiations and arbitration advocacy experience
• Experience with grievance administration, including settlement negotiations and contribution toward preparation and/or arbitration advocacy
• Strong data literacy and analytical skills, with the ability to interpret workforce metrics and translate data into actionable insights.
• Basic to moderate knowledge and experience with change management principles and methodology; preference for experience using Prosci methodology. 
• Basic to moderate knowledge of org design principles and methodology
• Demonstrated understanding and experience with Culture change models and methodology
• Experience and familiarity with growth mindset, new ways of work, kanban tools like Microsoft Planner, and brainstorming tools like Microsoft Whiteboard.