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Job Purpose and Impact

The Employee & Labor Relations Specialist job delivers employee and labor relations services in accordance with the organization's policies, legal, and regulatory requirements to help build a workplace culture that values employee wellbeing and fairness. With limited supervision, this job develops and implements moderately complex employee and labor relations policies and procedures, including assisting with employee and labor relations based investigations, providing recommendations and consultative support on how to handle employee and labor relations issues, and building a positive employee experience. This job also supports the negotiation of collective bargaining agreements, and handles grievances and disputes.

This role combines strategic HR partnership with hands-on labor relations expertise to support operational excellence and employee well-being.

Key Accountabilities

• CONSULTATION & SERVICE EXECUTION: Provides relevant and effective employee and labor relations services for the assigned market, applying best practices, interpreting laws and regulations, providing recommendations and consultative support on how to handle specific employee and labor relations issues, and maintaining knowledge of the organization's employee and labor relations policies and regulations.
• EMPLOYEE & LABOR RELATIONS ISSUES: Investigates and resolves complaints, grievances, and conflicts in a fair and timely manner, ensuring adherence to the organization's employee and labor relations policies and legal requirements.
• INVESTIGATIONS: Supports investigations of issues related to potential violations of employee and labor laws and regulations, documents and maintains records of the investigation process and outcomes, and ensures compliance with regulations governing the relationship between the organization and its employees.
• COMPLIANCE: Identifies and coordinates outreach, internally and externally, to enable businesses to meet their compliance obligations by maintaining accurate and up-to-date records related to employee and labor relations.
• TRAINING & EDUCATION: Delivers training and consultation on employee and labor relations and compliance related topics, policies and procedures, ensuring internal partners apply the tools and resources available and align with organizational standards.
• REPORT PREPARATION: Helps with preparing audits, reporting and compliance reviews pertaining to employee and labor relations regulations and programs.
• RESOLUTION RECOMMENDATIONS: Supports conflict resolution by documenting and tracking conflict resolution processes and outcomes and monitoring and evaluating the effectiveness of conflict resolution initiatives to help promote a harmonious and productive work environment.
• RISK MITIGATION: Assists in partnering with human resources and legal team members to assess and mitigate potential risks related to employee and labor relations issues, ensuring proactive measures are implemented to address any emerging concerns.
• NEGOTIATION: Provides support on the negotiation of collective bargaining agreements that align with the organization's goals and objectives while ensuring fair and equitable terms for both parties, as well as on the application of union and works council legal procedures and applicable negotiations for organization changes and restructurings.
• SEPARATIONS: Maintains knowledge of separation legislation and processes in the assigned markets, conducts separation activities and coaches human resources and managers on separation processes, manages applicable templates, and provides severance calculations and advice on options.
• HR BUSINESS PARTNERSHIP: Collaborate with plant leadership to implement people and culture strategies that drive engagement, retention, and performance. Support workforce planning, talent acquisition, onboarding, and learning initiatives. Promote diversity, equity, and inclusion across all plant locations. Provide coaching and support to supervisors on employee relations, performance management, and policy interpretation.

Qualifications

Minimum Qualifications

• Bachelor’s degree in Human Resources, Law, Business Administration, or related field (or equivalent experience).
• Minimum requirement of 2 years of relevant work experience. Typically reflects 3 years or more of relevant experience.
• Fluent in English – verbal and written.

Preferred Qualifications

• Minimum of 4 years’ experience on Labor Relations and 2 years of HR experience.
• Fluency in Catalan it is a plus.
• Experience in a unionized manufacturing or plant operations environment.
• Familiarity with Spanish collective bargaining frameworks and labor law.