Job Title: Labor Relations Coordinator

Working Pattern: Fulltime

Working Location: Indianapolis, IN

Relocation assistance will not be provided if applicable.

Position Summary

The Labor Relations coordinator serves as the primary point of contact in administering key elements of the Collective Bargaining Agreement (CBA) for the UAW-represented workforce and provides CBA administrative support for teams within Defence Manufacturing Operations. The role is responsible for recordkeeping, process administration, and facilitating communication between manufacturing operations leadership, UAW representatives, and People Services. This coordinator will proactively identify opportunities for process improvement, automation, and simplification to enhance the efficiency and effectiveness of labor relations and people management.

What you will be doing:

• Administer transfer agreements, shift changes, and assessment/selection processes in alignment with CBA provisions.
• Support manufacturing operations team in ensuring CBA compliance.
• Coordinate, investigate and support ethics investigations across manufacturing operations
• Track, record, and monitor grievances, disciplinary cases, and outcomes.
• Manage reporting and progression of union complaints/disputes
• Provide administrative support to operations and labor relations teams for union interactions, 2nd step meetings, and documentation.
• Identify, recommend, and implement opportunities to transition administrative tasks to People Services.
• Drive simplification, standardization, and automation of workflows and reporting.
• Act as interface with payroll, benefits, and people services, ensuring smooth coordination and resolution of employee queries/issues.
• Support employees with time and attendance and payroll queries.
• Prepare and maintain accurate records; generate reports on key labor relations metrics.
• Track and analyze trends, escalate concerns, and prepare documentation for internal/external review.

Basic Requirements:

• Associate’s degree in business related field or engineering 4+ years of HR related experience, or
• Bachelor's degree in business related or engineering field with 2+ years of HR related experience, or
• Master's degree in business related field or engineering, or
• JD/PhD
• In lieu of degree, 6+ years of experience in HR related administration and advisory support
• Must be a U.S. Citizen orPermanent Residentto be considered for this role

Preferred Requirements:

• Strong working knowledge of CBA administration, grievance handling, and union processes.
• Excellent organizational skills to track complex data, manage multiple administrative functions, and maintain confidentiality.
• Strong problem-solving skills and process orientation; demonstrated ability to improve workflows.
• Effective communicator with ability to build relationships across manufacturing, People Services, payroll, benefits, and union teams.
• Solid understanding of HR systems, timekeeping, and reporting tools.
• Ability to handle sensitive matters and maintain trust and professionalism.

Our vision is to ensure that the quality and dynamism that shaped our history continues into our future. It’s a bold pursuit, and we never stop striving to go further, faster, and better. We lead progress, creating the technologies that move us forward. If you’re driven to grow, to learn, and to make a lasting difference, this is where you belong.

Infinite Potential

Closing Date: August 27, 2026

Benefits

Rolls-Royce provides a comprehensive and competitive Total Rewards package that includes base pay and a discretionary bonus plan. Eligible employees may have the opportunity to enroll in other benefits, including health, dental, vision, disability, life and accidental death & dismemberment insurance; a flexible spending account; a health savings account; a 401(k) retirement savings plan with a company match; Employee Assistance Program; Paid Time Off; certain paid holidays; paid parental and family care leave; tuition reimbursement; and a long-term incentive plan. The options available to an employee may vary depending on eligibility factors such as date of hire, employment type, and the applicability of collective bargaining agreements.