#HR #UnionizedEnvironments #CareerOpportunities
Hey HR peeps! 👋 I need your insights on working in a unionized environment. As someone who has only worked in non-unionized settings, I’ve been contemplating the pros and cons of transitioning into a union employer. Here are some thoughts running through my mind:
Pros:
– Job security and protection from arbitrary firings
– Collective bargaining for better wages and benefits
– Opportunities for career development within the union structure
Cons:
– Bureaucratic processes that may slow down decision-making
– Stricter policies and regulations to adhere to
– Potential for tensions between management and union representatives
So, is it possible for someone without prior union experience to enter roles in a unionized environment? 🤔 Please share your experiences and any tips for breaking into this type of setting at a mid-senior level HR position. Your insights could be the game-changer I need to land this exciting opportunity! Let’s help each other grow and excel in our careers! 💪🌟
It can’t hurt. The question I’d ask is how contentious is the union? If they’re very contentious it’s a not a deal breaker but you’ll at least know what they’re getting into. If they’re not it’ll be a nice chill(ish) job to get to know a union environment. Depending what state you’re in it can be very helpful with finding work. In some souther states they have little skilled union hr professionals so it makes finding work easier (not easy just better than most)
I also was rejected from several positions for not having union experience (while having all other qualifications.)
In my current position the Director who hired me thought it was no big deal and I could learn. Fast forward to today (4 years later) I am the lead HR rep sitting at the table of union negotiations.
Working in a unionized environment means you are serving as a bureaucrat for artificial inefficiencies (aka the union), regardless if unions are good or bad or what your views are on unions. You become overly focused on following processes and have less room to create and invent process improvements.
It’s extremely different from private sector. I’d want to see some level of training or experience in that environment to hire. Not really pro vs con, but more there are a lot of rules of the sandbox and nuance to be aware of or you can get the organization in trouble.
How many unions, how contentious yes.
Pros, I like the guardrails and contracts and rules, makes things clearer. Cons, it can be difficult to make changes and you have to be careful procedurally.
I work in a unionized workplace. Definitely some challenges that come with it. A lot of my time is spent ensuring compliance with the CBA. Sometimes there’s an ambiguity that I ask my boss to clarify who then passes it to her boss who then consults with the union on it. In short, it adds another level of compliance that our department has to deal with.
That being said, we have an overall positive and productive relationship with the union. They keep morale up for employees. I (in my personal opinion) like having standardized procedures that reduce the impact of bias as well.
Just based on my experience:
Pros: It makes a LOT of things easier. Compensation is easy since there’s a set pay scale based on seniority. Discipline is easy since the CBA sets rules and the progressive discipline for violations.
Cons: Depending on your union, they may frequently bother you over frivolous matters, or defend employees in situations that they’re blatantly guilty or incorrect in. It can feel like a waste of time having to go through sometimes multiple stages of a grievance process for excessive absences when they’re so easily proven. I’m also the first person the employees (200+) and the union go to in case of this stuff, so it keeps me busy as an HR dept. of 1.