Senior Manager, Labor Relations

Clarios•Glendale, AZ

8d•Remote

About The Position

The Senior Manager of Labor Relations supports Clarios’ Labor Relations philosophy and pro-employee culture by strengthening direct relationships between the Company and frontline employees. This role leads and supports labor relations strategies, programs, and initiatives that promote positive employee engagement, enable operational effectiveness, and proactively address labor-related risks and opportunities. The Senior Manager serves as a strategic partner to site and enterprise leaders, providing labor relations expertise, leading negotiations where applicable, responding to employee unrest and organizing activity, and developing tools and capabilities that strengthen labor relations practices across the organization.

Requirements

Bachelor’s degree in Human Resources, Labor Relations, Industrial Relations, Business, or related field required; advanced degree preferred.
5+ years of progressive Human Resources and/or Labor Relations experience in a complex, multi-contract, multi-union, manufacturing environment.
Demonstrated experience in collective bargaining, labor relations strategy, employee engagement, and labor issue resolution.
Strong knowledge of labor and employment law, including the NLRA, NLRB processes, precedent, and agency rules.
Strong leadership, negotiation, influencing, collaboration, and relationship-building skills.
Ability to build credibility and effectively influence diverse audiences across all levels of the organization.
Strong problem-solving, critical-thinking, and communication skills.
Proficiency with Microsoft Office, particularly Word and Excel.
Willingness and ability to travel approximately 50% or more to Clarios U.S. facilities.

Responsibilities

Lead Collective Bargaining Agreement renewals and inaugural negotiations, as applicable.
Deliver on-site labor relations training and guidance to frontline leaders.
Develop and enhance labor relations programs, tools, and workforce assessments.
Analyze workforce data to identify labor relations risks, hot spots, and opportunities for proactive intervention.
Advise site leaders and, as appropriate, frontline employees on third-party representation and union-related matters.
Respond to employee unrest, labor activity, and potential organizing efforts.
Conduct workforce assessments and provide actionable recommendations to strengthen leader-employee relationships and engagement.
Establish and implement Labor Relations best practices, processes, and strategies that promote direct employee relationships.
Lead programs and projects that strengthen Labor Relations capabilities and functional excellence.
Partner with enterprise leaders and key stakeholders on employee engagement strategies and critical HR, Labor Relations, and operational initiatives.