Employee & Labor Relations, Sr. Manager

About Kerry

Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment.

About the role

The remote based Employee & Labor Relations Sr. Manager (E&LR Sr. Manager) is responsible for all labor relations matters and related employee relations matters and will represent the organization’s interests in all union contract negotiations and will be responsible for the implementation and administration of collective bargaining agreements and applicable policies. 

 

The E&LR Sr. Manager will also be responsible for designing and implementing employee and labor strategies centered around cultivating positive employee and labor relations aligned to Kerry’s values and culture, while increasing employee engagement. 

 

This highly visible and critical position is responsible for contract negotiations and collective bargaining as well as for maintaining a positive employee relations strategy throughout the organization to maintain a union free environment, where non-union.

 

The E&LR Sr. Manager will interact and partner across a wide range of stakeholders to include Sr Operations Leaders and Executives, NA General Labor & Employment counsel, regional leadership, HR partners and Global Business Services on a broad range of employment and labor relations matters and they will support some non-union segments of the business as well. 

 

In addition, this role will act as partner and coach to business leaders in influencing and executing organizational effectiveness and talent management priorities, aligning to the overall Kerry global and regional industrial operations strategy. The business partner will play a key role in supporting the drive for growth across the region to deliver the necessary business performance, talent pipeline and high levels of employee engagement. 

 

This role will report to the Head of Integrated Operations – HR, North America and will also partner closely with the other region and functional peers, partnering with and acting as a key connector  providing HR insight, challenging and influencing to support the operational/business objectives for the region, ensuring key operational and organizational health targets are achieved.

 

Key responsibilities

• Responsible for implementing the employee and labor relations strategy and for managing and directing the day-to-day operational employee and labor relations activity in partnership with the Head of HR for IO, NA General Employment & Labor counsel, COO and senior leaders in the region. 
• This person will represent the organization’s interests in all union contract negotiations and will be responsible for the implementation and administration of collective bargaining agreements and applicable policies. 
• This position will establish system-wide integrative employee and labor practices.  Contributes to the development of policies and strategies, the development of relationships, the resolution of conflicts, the enhancement of processes, managerial training, negotiation, and day-to-day operations.
• Ensures that a strong and effective preventive employee and labor relations program is effectively executed, including the identification of potential problem areas, collection and interpretation of data, and interaction with departments to ensure equitable treatment and a positive work environment.
• Provide employee and labor advice to all levels of organizations across the System. Excellent verbal and written communication skills are needed to interact effectively with each of these stakeholders.
• Oversee day-to-day labor relations issues; serve as primary contact for union representatives; attend labor-management meetings; coordinate responses to union grievances and information requests; First Chair in collective bargaining.
• Serves as a strategic business partner contributing to a positive labor and employee relations environment. Provide guidance and training to supervisors on understanding and complying with collective bargaining agreements as well as all other employment compliance matters. Provide guidance and assistance to management regarding labor and employee relations best practices and the interpretation, compliance, and enforcement of human resource policies and procedures.
• Serve as fact witness at arbitrations and other hearings regarding investigations as needed. Work with legal counsel in preparation for labor arbitrations, including witness and document preparation, and attends hearings as necessary.
• Partners with legal counsel to mitigate organization risk. Analyzes and advises on contractual requirements. Conducts analyses and provides input supporting bargaining objectives, arbitration cases, audits (Joint Commission, DPH), and other legal proceedings.
• Coach, counsel, and guide managers on issue/conflict resolution, performance management and related issues involving union/non-union employees. Maintain constructive working relationships with relevant personnel including managers and union representatives.
• Collaborates with HR Business partners on role development/job evaluations, compensation actions, talent acquisition, and benefits administration.
• Supports local administration of system-wide programs such as bonus programs, policy changes, and implementation while understanding and providing feedback to leadership on labor impact.

Qualifications and skills

• The ideal candidate will have 8 years of labor and Employee relations experience, specifically in leading negotiations, experience in organizing campaigns in the field; advancing practices and policies designed to promote employee engagement.

• 5 years of Generalist Manufacturing experience at a Manufacturing site or sites (union & non-union) – Food experience a plus
• JD or Master’s level degree is preferred.
• Experience supporting executive leadership in a global organization
• 30 – 50% domestic travel

• Extensive knowledge of labor and employment law, and the ability to partner at all levels of the organization

• Successful track record working in a large, complex organizational structure.

• Strong written and verbal communication skills.
• May provide functional leadership to others who formally report to another manager.
• Typically negotiates in a competitive or adversarial environment. Typically faces situations that have a variety of interpretations and require careful evaluation.
• Typically considers new approaches within general policies and short-term goals when solving problems. Once given general assignments, typically determines priorities and defines what should be done and how to do it.