Labour Relations Manager

Job Description
Job Responsibilities:

• LR responsibility for employee relations, labor relations and support for COE - LR & Compliances.

• Provides advice and support to locations pertaining to HR activities including but not limited to labor Relations, employee Relations, benefits, retention initiatives, etc.

• Supports responsible location HR Managers and Site Management regarding LR topic in coordination with COE-LR.
• Supports COE-LR in deploying Country HR policies throughout the organization to ensure adherence to current practice and new developments.
• Supports COE-LR implementation of programs and policies to ensure compliance with all applicable (e.g. Country, State, and/or local governmental) employment regulations.
• Supports COE-LR in deployment of LR strategy in all locations.
• Supports labor management strategies to ensure HR global, HR country, HR local and Business Unit objectives are met.
• Participation in local labor negotiations as a representative of the organization in collective bargaining contract negotiations, contract administration and union relations.
• Participates in periodical conference calls with responsible LR Country Coordinator. Collects and presents relevant location information to the LR Country Coordinator and (if necessary) Corporate Labor Relations.
• Responsible for advising, coordinating and communicating from corporate/country strategy derived local labor strategy, initiatives and bargaining results to location management.
• Supports building up and perpetuating a country LR Network together with the other LR local experts to exchange experiences and knowledge, share best practices, apply corporate and country strategies etc.

• Supports in establishing and maintaining a Contingency management-plan.
• Responds together with HR and (if applicable) external Lawyers to legal issues such as employee complaints, harassment allegations, civil rights, complaints, discrimination charges etc.
• Supports LR Country Coordinator on current country and local labor laws (incl. trends, court decisions), union initiatives or issues which may be of interest to the management.