North America Labor Relations Manager

Position Summary: Foster productive relationships between the Company, outside Union contacts, and employees within the organization. Negotiating, interpret, and administer labor contracts, resolve disputes, and ensure compliance with labor laws and regulations. Support and develop an enabled management team for unionized groups to preserve management’s rights while inspiring Employee engagement in the interest of meeting the Shareholder’s demand for the efficient operation of the business. Drive preventive union avoidance training, strategies and responses to maintain union free status of union free locations. Support the HR Director – Operations vis a via management of relevant systems and programs that span the region, including but not limited to ownership of the HR NA SharePoint site, manage and direct the implementation of a third-party recognition system, lead evergreen activities to keep regional (NA) policies and handbooks fresh, and assist with needed reporting. Principal Duties & Responsibilities: Face to external union and related contacts: Manage relationship with external union contacts. Serve as Lead Negotiator in collective bargaining activities with labor unions. Hear and decide on all pre-arbitration grievances and disputes in advance of arbitration or Board involvement. Labor Strategist: Serve as Lead Negotiator in collective bargaining activities with labor unions. Lead the preparation for labor negotiations via strategy development with key Company stakeholders (local and upper operations management, corporate HR team, and the like), development of accurate and flexible pricing tools for the cost of the contract, and presentation to the C-Suite to attain negotiating authority. Interpret and administer labor contracts, ensuring that both management and employees adhere to agreed-upon terms. Drive project and strategy for outside hearings and arbitrations. Advise management on labor relations policies, contract interpretation, and labor law compliance. Monitor changes in labor laws and regulations, updating policies and practices accordingly. Develop and deliver training programs for managers and supervisors on labor relations topics. Maintain records and documentation of labor negotiations, grievances, and resolutions. Collaborate with Human Resources to ensure consistent application of labor policies and procedures. Develop and drive preventive labor relations activities. HR Operations Support Manage access, security and structure of HR NA SharePoint site. Manage vendor relationship and regional operation of third-party employee recognition platform. Maintain current 3 regional employee handbooks (salaried, hourly and hourly union), ensuring clear current revisions, coordinated needed and requested modification. Coordinate region wide reporting and projects as current needed. Knowledge/Skills/Abilities: Effective problem solving, conflict resolution and mediation skills. Excellent oral and writing skills, with special focus on technical writing particularly it relates to labor contract language, development of settlement agreements, and policy development. Ability to build trust and maintain professional relationships with diverse stakeholders. Strong influencing, analytical and problem-solving abilities. Trusted advisor with an ability to coach, mentor and guide managers and field HR. Solid financial acumen to understand and develop costing analysis for labor contracts. Results and data driven with the ability to work in a high-performance environment. Able to understand organizational strategy while advancing operational goals. This includes having a good understanding of business principles and practices and the ability to apply them. Self-directing, with strong organizational and time management abilities. Attention to detail and accuracy in record-keeping. Ability to remain impartial and objective in sensitive situations. Demonstrated knowledge of federal labor laws, regulations, principles, and practices. Experience with planning and executing the administrative side of HR and data management software. The ability to manage multiple priorities simultaneously. Ability to manage confidential information with discretion. ​ Qualifications: Bachelor’s degree in Labor Relations, Human Resources, Business Administration, or a related field (Master’s degree preferred). 3 years previous experience in labor relations is required. Experience as lead negotiator a plus. Thorough understanding of labor laws, regulations, and collective bargaining processes. Excellent negotiation, communication, and interpersonal skills. Proficiency in relevant software applications (e.g., Microsoft Excel). Ability to learn new software (e.g., SharePoint, vendor portals). Eager to be “hands on”, digging into details and performing administrative talks as well as owning more strategic and decision-making responsibilities. Periods of heavy travel required during labor negotiations. 10-20% otherwise. Near access to a large or regional US airport preferred. ----------------------------------------- Job Offer Fraud Alert We take the security of our candidates seriously. Please be aware of job offer scams involving individuals falsely claiming to represent our company. Our company will **never** : Ask for payment, fees, or financial information at any stage of the recruitment process Request passwords, banking details, or copies of personal identification via email or text Extend a job offer without a formal interview process Communicate from non-company email addresses (e.g., Gmail, Yahoo) All legitimate communications from our recruitment team will come from an official company email domain (ending in @prysmian.com ). If you believe you have been contacted regarding a fraudulent job offer or are unsure about the authenticity of a message, please contact us directly at [email protected] . Prysmian, as an Equal Opportunity Employer, aims to attract and recruit individuals with diverse backgrounds, skills, and abilities. We strongly believe that diversity brings significant value at all levels of the organization, increasing the possibility of capturing market opportunities and maximizing value for our customers and stakeholders. With Diversity, Equity, and Inclusion (DE&I) as part of our Social Ambition 2030 and a strategic pillar of our Company culture, Prysmian is committed to the development of an organization that prioritizes talent, where people feel respected, included, and free to fully express their potential just as they are. All Managers and HRs in Prysmian are responsible for ensuring DE&I policies are respected during the recruiting process, as well as recognizing and mitigating unconscious biases that must not influence our selection processes. All persons will be considered for employment without regard to their race, ethnicity, religion, nationality, origin, citizenship status, socio-economic status, age, sex, gender identity or expression, sexual orientation, marital status, disability, military service or veteran status, pregnancy, parental leave, medical conditions, or any other characteristic protected by applicable federal, state or local laws. Prysmian will endeavor to make a reasonable accommodation for any disclosed physical or neurological condition or disability of a qualified applicant unless the accommodation would impose an undue hardship on the operation of our business. Visit our DE&I Page to learn more about Prysmian’s commitments. Your application data will be treated according to our Data Protection Policy. If you believe you require assistance to complete this form or to participate in an interview, please contact us at [email protected] .