Sr. Mgr., Labor and Employee Relations

Basic Function

The primary purpose of this role is to serve as the subject matter expert in all labor and employee relations matters across the organization, including, but not limited to, EEOC and Ethics Line complaints, Company policy interpretation and investigations related to alleged violations, investigation processes, audits, collective bargaining agreement interpretation and contract negotiation strategies.  This role will work closely with the Employee and Labor Relations Director to establish strategy and guidelines that reflect framework and tools to help support the HR Business Partners (HRBPs) and management in all areas of labor and employee relations to ensure the Company has an aligned strategy between employee needs and business outcomes that reflect best-in-class approaches to labor and employee relations.  This role will also be the primary contact for HRBPs on labor relations, coaching and training on investigations, and strategies to address areas of opportunity based on trends found through data analysis. This includes responsibility for providing advice, consultation, and guidance to create sustainable solutions to individual employees and organizational challenges enterprise wide. This role must apply extensive knowledge of labor and employment laws, government regulations, and agency rules in order to make informed investigations and case decisions and provide guidance to LYB management.

Roles & Responsibilities

• Serves as the Subject Matter Expert, (SME) and reviewer and/or auditor of HR work to support the development, leadership, and operation of the employee and labor relations strategy globally, including its compliance with processes and regulations.
• Collaborates directly with Director, Employee and Labor Relations, HR, Legal and business leaders to resolve and complete complicated and sensitive labor and employee relations inquiries, concerns, and investigations in a timely manner.
• Partners with business leaders and HR teams to create and sustain positive employee relations programs and best practices.
• Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor matters and employee grievances. 
• Designs and conducts multiple positive employee relations trainings and communications.
• Works with HRBP’s, People Leaders, and ELR Teams to conduct and analyze multiple levels of employee feedback and creates action plans to sustain positive employee relations.
• Works with COE’s, ELR Leader and team to analyze, diagnose, design, and revise people programs, policies, and practices to sustain positive employee relations.
• Makes recommendations to ELR team, Legal, HR, and management regarding disciplinary actions, up to and including termination to mitigate risk and litigation. 
• Assumes ownership for investigative case assignments and monitors the status and progress of escalated matters in the case management system. 
• Responsible for training and coaching less experienced HR Business Partners, ER Managers, and management on proper investigative techniques, awareness, reporting, and trend analysis. 
• Documents investigation findings aligned with best practices. 
• Responsible for analyzing and identifying trends through benchmark reports, litigations, etc., provides creative solutions to improve employee engagement.
• Works to reduce the total number of complaints received internally and externally, taking a proactive approach by creating litigation maps, training, and examining historical cases.
• Provide day-to-day advice to HRBPs and Business leaders related to insights on labor relations activities to achieve innovative and preventative practices.
• Provides process improvement support, knowledge base improvement suggestions, and peer coaching.
• Influences leaders by presenting recommendations and findings, working to reach common ground on case findings and future approach, with guidance and feedback from Director when necessary.
• Takes on stretch assignments and more difficult litigious projects that impact the entire enterprise on employee and labor relations matters.

Min. Qualifications

• Bachelor's Degree in Human Resources, Labor Relations, Industrial Relations, Business.
• This position requires an individual who has 10+ employee and labor relations experience, deep subject matter knowledge, and strong communication and interpersonal skills that enables the individual to work successfully on a broad spectrum of employee relations issues and projects.
• 15+ years’ experience in an HR Generalist, Employee Relations or related role with a background in workplace investigations and labor/employment law.
• Includes 5+ years’ of global experience conducting complex employee relations case/complaint investigations and labor relations issues related to federal, state, local employment and labor laws, union avoidance, employee advocacy, and EEO compliance. 
• Direct experience gathering, researching, analyzing and resolving complex labor and employee relations issues (including conduct, performance, and policy violations).
• Able to handle confidential information in a mature and professional manner.
• Team player with strong written and oral communication skills.
• Strong interpersonal and persuasion skills, enabling individual to establish partnerships working with senior leaders and across organizational lines.
• Highly analytical thinker and problem solver.
• High-quality judgment and sound decision-making.
• Strong project and time management skills with ability to multi-task and manage multiple projects to closure.
• Knowledge of union avoidance strategies and campaigns.

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Preferred Qualifications

• JD with a concentration or experience in employment/labor law
• Master’s Degree in MBA, Human Resources, or Labor Relations
• SPHR or GSPHR Certification
• Advanced employment law and/or labor law training

Competencies