Employee Relations & Leave Specialist

Come join a Global Leader in Aviation Security!

ACTS-Aviation Security, Inc. has an exciting opportunity for an Employee Relations and HR Compliance Specialist based in Des Plaines, IL.

Established in 2001, ACTS-Aviation Security has grown to become one of the leading providers of security solutions to the US aviation market. ACTS-Aviation Security, Inc. is a wholly owned subsidiary of the international security company ICTS Europe and specializes in the provision of security solutions and services and is primarily focused on catering, aircraft, and cargo screening. With its corporate office in Chicago and operational centers at more than 30 airports across the United States, ACTS provides nationwide coverage. As an ICTS Europe subsidiary, ACTS offers unmatched experience, expertise, quality, and innovation.

Position Summary

The Employee Relations and Leave Specialist aids the Senior Human Resources Manager in providing best-in-class employee relations support to the Company’s operational teams while leading activities related to leave of absence administration. A successful candidate will have robust experience navigating employee relations in the context of a multi-state unionized frontline workforce and be able to quickly absorb and understand how to apply labor agreements as they relate to HR policy enforcement, employee investigations, and the application of progressive discipline. Additionally, knowledge of and familiarity with the administration of federal, state, local, and company leave programs while staying current on a changing regulatory landscape are key,

Primary Duties and Responsibilities

Employee Relations

• Support local management in understanding the Company’s code of conduct, work rules, and company policies and support the enforcement of management rights and responsibilities codified in multiple collective bargaining agreements (CBAs)


• Conduct employee investigations and support management in the preparation of disciplinary notices in accordance with company policies and relevant CBAs


• Escalate to the Senior Human Resources Manager those employee relations issues which may not be able to be effectively resolved by local management


• Ensure relevant stakeholders have the necessary information and documentation to effectively manage labor-related grievances, mediations, and arbitrations


• Manage unemployment insurance claim hearings and appeals in partnership with the Company’s vendor and relevant local management


• Revive the Company’s employee recognition programs and develop effective employee engagement strategies to drive retention and employee development

Leave Administration

• Develop efficient internal processes related to the management leave of absence requests and ensure adjudication for all relevant leave types including but not limited to the Federal Family & Medical Leave (FMLA), state & local paid and unpaid leaves (both internally managed and coordinated by a government authority or designee), and leaves provided by CBAs


• Administer all stages of leave requests as appropriate to include employee communications, required notice distribution, application adjudication and/or tracking, management advisement of leave statuses, and documentation retention


• Stay current on the changing legal and regulatory landscape of federal, state, and local leave requirements and ensure internal policies and processes are updated to ensure compliance

Compliance & Reporting

• Under the guidance of the VP Human Resources and General Counsel, track changes to general employment law at the federal, state, and local levels, living wage ordinances (where applicable), and employment-related standards mandated by the Company’s service agreements and develop effective processes to review, and as necessary, update company policies and practices to maintain compliance


• Working with external partners as relevant, manage the collection, preparation, and submission of federal, state, and local statutory filings

 Health and Safety

• Working with management, support the Senior Human Resources Manager with the tracking and internal reporting of health and safety incidents and the preparation of regulatory OSHA filings


• Other duties as may be assigned by the VP Human Resources or Senior Manager of Human Resources

Employment Requirements

Education, Experience, and Certifications

• Required
  
  
  
  • Associate’s degree in human resources or related field
  
  
  • 1-3 years supporting leave administration/or and employee relations for a unionized workforce in a multi-state employee-focused service industry
  
  
  
  


• Preferred
  
  
  
  • Bachelor’s degree in human resources or a related field
  
  
  • 3-5+ years as an HR specialist, generalist, or partner managing leave administration and/or employee relations for a unionized workforce in a multi-state transportation, distribution, or manufacturing company
  
  
  • PHR or SHRM-CP professional certification
  
  
  
  

Skills & Competencies

• Serve as an example of trust and integrity while being a consummate team player


• Fluent in engaging at all levels within a diverse corporate and operational environment with strong organizational and situational awareness


• Effective in building and maintaining strong professional relations at a distance; the majority of work will be conducted via phone, email, and MS Teams rather than on-site with operational leaders


• Comfort managing multiple simultaneous workflows and projects efficiently


• Passionate about taking care of internal clients and providing timely, accurate resolutions for issues


• Ability to prioritize, analyze, problem-solve, innovate, take action, and escalate as appropriate


• Best-in-class organizational, administrative, and data management skills


• Excellent written and spoken communication skills


• Proficiency with Microsoft 365 products including Outlook, Teams, Word, Excel, and PowerPoint

Workplace Conditions

• Traditional office environment (e.g., prolonged sitting at desk with minimal standing/lifting in a noise- and climate-controlled setting)


• Occasional travel (less than 10%) in support of operations may be required; settings may include office environments and security-controlled areas with minimal noise- and climate controls in the presence of workers moving and interacting with materials of various shapes and sizes

Pre-Hire Requirements

• Final candidates are subject to a 10-year background check (to include criminal history as well as employment, residence, & education verification) and a drug screening.

 Total Rewards

• Target Salary Range $75,000 - $85,000 annually


• Generous Time Off to support work life balance


• Comprehensive health and welfare plans


• Day 1 participation in 401k retirement plan with competitive company matching.

The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required.  Management reserves the right to modify, add, or remove duties and to assign other duties as necessary.  In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)