Balance Innovations, a Brink's Division
VP Global Labor Relations
Balance Innovations, a Brink's Division, Coppell, Texas, United States, 75019
Overview
The Vice President, Global Labor Relations CoE is responsible for shaping and executing the company’s global labor and employee relations strategy. This role will focus on building a proactive, principle-based framework that supports positive employee relations, fosters trust between employees and leaders, and ensures consistency across diverse markets. The leader will partner closely with the Legal function for regulatory expertise and compliance but will primarily serve as the strategic HR leader driving culture, capability, and leadership accountability in employee and labor relations. Responsibilities
Develop and implement a global labor and employee relations strategy, aligned with the company’s values, culture, and business objectives. Create standards, practices, and playbooks for labor and employee relations globally, allowing for regional adaptation. Define clear roles and accountabilities for leaders, HR Business Partners (HRBPs), and employee representatives in fostering positive employee relations. Stay informed on employment and labor trends globally and partner with Legal on compliance and regulatory matters. Act as a trusted advisor to executives, regional HR leaders, and HRBPs on labor and employee relations matters, including employee engagement, workforce transitions, and interactions with works councils, unions, or employee forums. Guide leaders and HR teams on consistent, principle-based approaches to employee relations while escalating legal or compliance-sensitive issues to the Legal team. Establish global frameworks for handling escalated employee relations matters, ensuring consistency and alignment with company culture. Design and deliver training and capability-building programs for leaders and HRBPs on positive employee relations, issue identification, and effective leadership practices. Ensure leaders and HRBPs understand their responsibilities in building trust with employees and managing the employee relationship proactively. Build toolkits and resources that support leaders in fostering constructive dialogue and early intervention. Promote a culture of positive employee relations by embedding open communication, early intervention, and proactive engagement strategies. Partner with HR and business leaders to design engagement initiatives that strengthen organizational effectiveness and reduce employee relations risks. Ensure all labor relations activities align with the company’s Purpose & Values. Define and track KPIs to measure the effectiveness of global employee and labor relations programs. Use data, insights, and feedback to identify trends and hotspots, and drive continuous improvement. Share best practices across geographies to strengthen organizational learning. Qualifications
Bachelor’s degree in human resources or labor relations; advanced degree preferred. 12+ years of progressive HR or employee relations experience in a multinational environment, including leadership roles. Strong knowledge of global employee and labor relations practices; broad awareness of labor law topics without the need for legal expertise. Demonstrated ability to design and execute global strategies across multiple regions. Strong facilitation, training, and capability-building skills. Skilled in influencing and building trust with executives, HR, and employees. Exceptional communication, problem-solving, and conflict-resolution skills.
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The Vice President, Global Labor Relations CoE is responsible for shaping and executing the company’s global labor and employee relations strategy. This role will focus on building a proactive, principle-based framework that supports positive employee relations, fosters trust between employees and leaders, and ensures consistency across diverse markets. The leader will partner closely with the Legal function for regulatory expertise and compliance but will primarily serve as the strategic HR leader driving culture, capability, and leadership accountability in employee and labor relations. Responsibilities
Develop and implement a global labor and employee relations strategy, aligned with the company’s values, culture, and business objectives. Create standards, practices, and playbooks for labor and employee relations globally, allowing for regional adaptation. Define clear roles and accountabilities for leaders, HR Business Partners (HRBPs), and employee representatives in fostering positive employee relations. Stay informed on employment and labor trends globally and partner with Legal on compliance and regulatory matters. Act as a trusted advisor to executives, regional HR leaders, and HRBPs on labor and employee relations matters, including employee engagement, workforce transitions, and interactions with works councils, unions, or employee forums. Guide leaders and HR teams on consistent, principle-based approaches to employee relations while escalating legal or compliance-sensitive issues to the Legal team. Establish global frameworks for handling escalated employee relations matters, ensuring consistency and alignment with company culture. Design and deliver training and capability-building programs for leaders and HRBPs on positive employee relations, issue identification, and effective leadership practices. Ensure leaders and HRBPs understand their responsibilities in building trust with employees and managing the employee relationship proactively. Build toolkits and resources that support leaders in fostering constructive dialogue and early intervention. Promote a culture of positive employee relations by embedding open communication, early intervention, and proactive engagement strategies. Partner with HR and business leaders to design engagement initiatives that strengthen organizational effectiveness and reduce employee relations risks. Ensure all labor relations activities align with the company’s Purpose & Values. Define and track KPIs to measure the effectiveness of global employee and labor relations programs. Use data, insights, and feedback to identify trends and hotspots, and drive continuous improvement. Share best practices across geographies to strengthen organizational learning. Qualifications
Bachelor’s degree in human resources or labor relations; advanced degree preferred. 12+ years of progressive HR or employee relations experience in a multinational environment, including leadership roles. Strong knowledge of global employee and labor relations practices; broad awareness of labor law topics without the need for legal expertise. Demonstrated ability to design and execute global strategies across multiple regions. Strong facilitation, training, and capability-building skills. Skilled in influencing and building trust with executives, HR, and employees. Exceptional communication, problem-solving, and conflict-resolution skills.
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