Woodward is committed to creating a great workplace for all team members. Our company and its members are committed to acting with integrity, being respectful and accountable to one another, and staying humble and driven, while maintaining the highest professional and ethical standards.
We are steadfastly committed to attracting the best talent across our communities creating a rewarding workplace. Together we are fulfilling our purpose to design and deliver energy control solutions our partners count on to power a clean future.
Woodward supports our members’ wellbeing and regularly benchmarks with other companies in our industry to offer an extensive Total Reward package for this position. Salary will be determined by the applicant's education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.
Level III (Sr): Estimated annual base pay: $85,000(minimum) - $110,000(midpoint) - $136,000(maximum)
Level IV (Manager): Estimated annual base pay: $104,000(minimum) - $135,000(midpoint) - $166,000(maximum)
The following benefits are available to all members:
All members included in annual cash bonus opportunity.
401(k) match (4.5%)
Annual Woodward stock contribution (5%)
Tuition reimbursement and Training/Professional Development opportunities for all members
12 paid holidays, including floating holidays.
Industry leading medical, dental, and vision Insurance upon date of hire
Vacation / Sick Time / Vacation Buy-up / Short Term Disability / Bereavement leave.
Paid parental leave.
Adoption Assistance
Employee Assistance Program, including mental health benefits.
Member Life & AD&D / Long Term Disability / Member Optional Life
Member referral bonus
Spouse / Child Optional Life / Optional AD&D / Healthcare and Dependent Care Flexible Spending
Voluntary benefits, including:
Home / Auto Insurance discounts
Whole Life Insurance / Critical Illness Insurance / Legal Assistance / Military Leave
Senior Member Relations Specialist
Key Responsibilities:
Investigations: Independently conduct investigations into routine, complex, and sensitive workplace issues ensuring all investigations are conducted in compliance with company policies, procedures, and applicable labor laws. Mentor or provide guidance to Member Relations Specialists ensuring they conduct thorough and compliant investigations. Collaborate with leader, legal counsel, and HR leadership as needed to handle high-risk or legally complex cases. Work with site HR and management to implement outcomes. Identify improvements and collaborate with leadership and legal to implement improvements in investigation processes.
New Hire Assimilation: Organize and conduct orientation sessions to introduce new hires to company culture, policies, and procedures. Supports distribution, collection, and review of paperwork for accuracy and compliance, and follows up with the new hire for corrections. Handles more complex paperwork issues. Serve as a point of contact for new employees, addressing questions or concerns as they transition into the organization. Identify improvements and collaborate with Leadership, Business HR, and COEs to implement improvements in new hire assimilation activities.
Issue Resolution: Addresses and resolves complex or sensitive member relations cases by applying advanced HR knowledge and analytical skills. Provide employees and managers with tools and techniques to resolve disagreements collaboratively and improve communication. Facilitates conversations and informal or formal mediation sessions between employees or between employees and management to achieve resolution. Work with site HR and management to implement outcomes. Proactively identify potential sources of conflict within teams or departments and recommend interventions to prevent escalation. May support day to day and strategic labor relations activities.
Reporting & Analytics: Address complex or recurring workplace conflicts by analyzing root causes and recommending long-term solutions. Analyze data to identify patterns, trends, and insights related to member relations cases. Prepare comprehensive summaries and visualizations, such as charts, graphs, and dashboards, to communicate findings clearly. Provide actionable recommendations to HR leadership to address identified trends and improve workplace relations.
Supporting Organizational Change and Development: Work with site HR Partners to help employees adapt to changes in workplace policies, procedures, or culture. Ease employees’ concerns or anxieties related to change by providing clear communication about how the changes impact their roles, responsibilities, or work environment. Act as a liaison between employees and management to provide feedback and minimize resistance and ensure smooth transitions. Support teams to resolve conflicts that may arise from organizational changes, such as role shifts or new reporting structures. Assist with mergers, acquisitions, reorganizations, or other significant transitions.
Key Skills:
Advanced Problem Solving / Investigation Skills: Ability to apply advanced problem solving to handle sensitive and complex investigations independently, collaborating with legal counsel and leadership when needed. Leverage insights from investigations to recommend proactive measures that align with organizational priorities.
Advanced Conflict Resolution Skills: Strong ability resolving disputes, addressing workplace concerns, and fostering a collaborative environment. Ability to de-escalate tense situations and find mutually acceptable solutions.
Policy and Regulation Enhanced Knowledge: Ability to provide advanced guidance on policy understanding or execution and align members and leaders with organizational goals. Advanced knowledge in labor laws, workplace regulations, and compliance requirements to handle investigations and other responsibilities appropriately.
Enhanced Continuous Improvement: Ability to lead initiatives to improve workflows and optimize processes for consistency and efficiency. Awareness of industry-standard frameworks such as Lean, Six Sigma, Kaizen, or Agile for driving process improvement. Ability to contribute to activities like Value Stream Mapping, 5S, or DMAIC (Define, Measure, Analyze, Improve, Control).
Time Management: Ability to manage projects and complex and sensitive cases within critical timelines, ensuring thoroughness and accuracy.
Objectivity and Impartiality: Ability to remain neutral and professional during investigations and employee relation case, including unbiased investigating of incidents involving members, peers, or authority figures, evaluating facts and assessing credibility through skilled observation, evidence, and employee accounts and ensuring applicable confidentiality and discretion.
Attention to Detail & Documentation: The ability to pay close attention to detail balancing precision with efficiency, structuring documentation in a logical, consistent, and organized manner, ensuring evidentiary support, accuracy, and completeness of high-stakes documentation.
Analytical Thinking: Proficient in gathering and analyzing evidence, identifying inconsistencies, and drawing logical conclusions based on facts. Ability to use data models and techniques to identify risks, opportunities, or develop forecasts.
Emotional Intelligence: Ability to balance professionalism with compassion to create a safe and respectful environment during inquiries. Practices empathy by identifying and understanding the feelings of others, understanding the emotional impact of situations. Leading by example to foster a culture of trust, empathy, and collaboration.
Interpersonal Skills: Ability to build relationships, foster trust, and collaborate effectively with peers, members, HR, management, and other stakeholders to address systemic workplace issues and develop strategies for resolution.
Successful Candidates Will Typically Have:
Formal certification or training in Workplace Investigations from a recognized association such as Association of Workplace Investigations (AWI) or similar.
Prior experience working in a union environment.
Member Relations Manager:
Key Responsibilities:
Investigations: Advise on and conduct workplace investigations of all size and complexity. Mentor, provide guidance, or supervise Member Relations Specialists, ensuring they conduct thorough and compliant investigations. Collaborate with legal counsel, HR leadership, and external investigators as needed to handle high-risk or legally complex cases. Partner with HR Operations leadership and legal to identify and drive continuous improvements in investigation processes.
New Hire Assimilation: Execute and oversee the completion of orientations, pre-hire, and new hire activities within the established onboarding framework across locations. Ensure orientation, pre-hire, and onboarding activities are carried out as planned, coordinate logistics, and support or conduct. Monitor the processes to ensure consistency and provide feedback on execution to improve the employee experience. Partner with Business HR and COEs to identify and drive continuous improvements in new hire assimilation activities.
Issue Resolution: Advise on and resolves member relations cases of all size and complexity as a subject matter expert. Provides the organization tools and techniques to resolve disagreements collaboratively and improve communication. Conduct formal and informal mediation sessions between employees or between employees and management to achieve resolution. Work with site HR and management to implement outcomes. Partner with HR, legal teams, and leadership to develop strategies for addressing systemic issues or recurring workplace conflicts. May support day to day, strategic, and foundational labor relations activities.
Reporting & Analytics: Lead efforts in predictive analytics and data reporting to address challenges in employee relations and workplace culture. Provide actionable insights and recommendations to leadership using data analysis to address challenges in employee relations, policy compliance, and workplace culture.
Supporting Organizational Change and Development: Work with HR Leadership to support cultural shifts associated with organizational change strategies. Act as a liaison between employees and leadership to ensure feedback from all levels is received. Promote transparency and trust by facilitating consistent communication about the reasons for change, expected outcomes, and progress updates. Assist with mergers, acquisitions, reorganizations, or other significant transitions.
Key Skills:
Expert Problem Solving / Investigation Skills: Ability to apply and advise on advanced problem solving to conduct investigations of all size and complexity, mentoring direct reports to ensure thoroughness and compliance. Use investigative findings to anticipate and address potential organizational risks proactively.
Expert Conflict Resolution Skills: Expertise in resolving disputes, addressing workplace concerns, and fostering a collaborative environment, modeling best practices for handling sensitive situations. Ability to de-escalate tense situations and find mutually acceptable solutions.
Policy and Regulation Advanced Knowledge: Ability to provide advanced guidance on policy understanding or execution and align the team, members, and leaders with organizational goals. Expertise in contributing to and refining member relations policies and procedures, ensuring alignment with organizational goals and legal requirements.
Advanced Continuous Improvement: Familiarity with industry-standard frameworks such as Lean, Six Sigma, Kaizen, or Agile for driving process improvement. Ability to spearhead or oversee improvement initiatives and use tools like Value Stream Mapping, 5S, or DMAIC (Define, Measure, Analyze, Improve, Control).
Time Management: Ability to manage own and team workload, projects, and provide guidance on prioritization and time management.
Objectivity and Impartiality: Ability to remain neutral and professional during investigations and employee relation case, including unbiased investigating of incidents involving members, peers, authority figures, key leadership or groups, evaluating facts and credibility through skilled observation, evidence, and employee accounts and ensuring applicable confidentiality and discretion. Ability to guide and support Member Relations Specialists in remaining objective and neutral in their activities.
Attention to Detail & Documentation: The ability to ensure all documentation meets quality standards and aligns with organizational goals while maintaining attention to small but impactful details. Can enhance organizational documentation practices, ensuring consistency, scalability, and accessibility across Member Relations.
Analytical Thinking: Proficient in gathering and analyzing evidence, identifying inconsistencies, and drawing logical conclusions based on facts. Ability to combine data or predictive insights with strategic decision making, evaluating multiple scenarios and considering the decision impact on long term objectives.
Emotional Intelligence: Ability to balance professionalism with compassion to create a safe and respectful environment. Demonstrated understanding group dynamics and how emotions influence behaviors within a team. Ability to use emotional intelligence to positively influence and guide others to achieve shared objectives.
Interpersonal Skills: Ability to inspire and guide individuals and groups to collective success, managing interpersonal conflicts and building strong, trust-based relationships.
Successful Candidates Will Typically Have:
Formal certification or training in Workplace Investigations from a recognized association such as Association of Workplace Investigations (AWI) or similar.
Prior experience working in a union environment.
Application window is anticipated to close 7 days from original posting date.
This information is provided in compliance with the Colorado Equal Pay for Equal Work Act and is the company’s good faith and reasonable estimate of the compensation range and benefits offered for this position. The compensation offered to the successful applicant may vary based on factors including experience, skills, education, location, and other job-related reasons.
This position requires use of information which is subject to the International Traffic in Arms Regulations (ITAR) and/or the Export Administration Regulations (EAR). All applicants must be U.S. Persons within the meaning of the ITAR and EAR, or eligible to obtain all required authorizations from the U.S. Department of State and/or the U.S. Department of Commerce. The ITAR defines a U.S. Person as a U.S. citizen or national, lawful permanent resident (i.e., 'Green Card holder'), or a protected person (e.g., asylee, or refugee).
Woodward is an equal opportunity employer and does not discriminate in hiring or employment on the basis of race, color, religion, sex (including sexual orientation and gender identity), national origin, age, disability, protected veteran status, or any other category protected under federal, state, or local laws.
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