Manager, Labor and Employee Relations

Basic Function

The primary purpose of this role is to serve as an experienced practitioner to implement the organization’s U.S. labor relations programs in a manner that ensures the fair, equitable, and consistent treatment of employees across the organization. This includes, but is not limited to, collaborating with the Employee and Labor Relations (ELR) team to further the strategy and guidelines to help support the HR Business Partners (HRBPs) and business leaders in all areas of labor and employee relations. This role is also responsible for conducting investigations into employee relations matters. This role must apply knowledge of employment and labor laws, government regulations, and agency rules to inform decision-making, ensure compliance, and minimize risk and liability.

Roles & Responsibilities

• Participates in labor relations matters, providing advice and counsel to managers and team leads, including advising on employee coaching, performance improvement plans, grievance and dispute resolution, labor relations best practices, contract negotiations, corrective actions, and terminations to mitigate risk and minimize third party intervention.
• Collaborates with business leaders, legal, compliance, the People & Culture team and ELR to propose and implement positive employee relations strategic initiatives that support the organizational culture, and align with its mission, vision and values.
• Partners with the HR Reporting & Analytics team to track and analyzes data identified through external resources (e.g.., benchmarking, current employee relations best practices), and internal sources (e.g., HR Acuity, EthicsPoint, HRMS, Employee Engagement Surveys, etc.) in order to identify trends and recommend new or enhanced process improvements to the ELR program or operations. Conducts and/or manages the effective and timely investigation and resolution of complex, highly sensitive employee relations matters, including fact-finding, witness interviews, document and evidentiary review, data and root-cause analyses, reviewing and/or writing investigation reports.
• Utilizes best practices and deep knowledge in collaborating with HRBPs and other key stakeholders to identify and ensure the implementation of timely and appropriate solutions based on well-supported findings and conclusions.
• Ensures the accurate and timely documentation, reporting and review of employee relations  matters within HR Acuity case management system for all assigned cases and those reported within assigned locations.
• Utilizes data and evidence-based approaches when advising and consulting business partners to ensure outcomes facilitate compliance, align with LYB’s values and business objectives, and represent fairness, equity ad consistency.
• Reviews assigned employee relations matters and applies learning and root-cause analyses to identify and recommend effective, sustainable and appropriate business solutions to ER problems.
• Collaborates in the development and delivery of training initiatives to improve business leaders’ capabilities related to positive employee relations and labor relations, effective employee performance management, conflict management, and employment and labor relations best practices.
• Serves as a credible, trusted partner to guide and influence leaders by demonstrating best practice technical, functional, and business expertise in employee relations matters.
• In collaboration with business and HR leaders, recommends and assists with writing, revising, communicating and interpreting HR policies and procedures.
• Ensures the mitigation of risk through the consistent and equitable application of policies and procedures consistent with the terms of federal and state laws.
• Takes on other stretch assignments and more challenging projects that impact the entire enterprise as it relates to employee and labor relations matters.

Min. Qualifications

• Bachelor's Degree in Human Resources, Labor Relations, Industrial Relations, Business Administration, or related field.
• 10 years’ HR generalist experience, including at least 2+ years’ experience in an employee relations or related position.
• Experience conducting investigations into reported violations of policies, procedures, and state and federal laws.
• Prior experience supporting diverse client groups within complex organization and successfully interacting with business partners to influence, coach, and problem-solve.
• Experience developing and maintaining collaborative working relationships throughout all levels within a matrixed or complex organization.
• Strong preference for experience in oil & gas, petrochemical, or manufacturing companies.
• Extensive knowledge of state, federal and local employment and labor laws, and agency rules and procedures.
• Advanced knowledge of workplace compliance investigations best practices, labor relations, union avoidance, employee advocacy, EEO compliance, and Affirmative Action planning and reporting.
• Direct experience gathering, researching, analyzing and resolving complex employee and employee relations issues within a large multi-state organization.

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Preferred Qualifications

Master’s Degree in Business Administration, Human Resources, or Labor Relations SHRM or HRCI certification
Specialized training or certification in employee or labor relations or investigative best practices

Competencies