Job Details:
Job Level: 6

What does a Senior Labor Relations Partner at Swire Coca-Cola do?

The Senior Labor Relations Partner will be a part of the Labor team responsible for delivering high-quality Labor strategies, partnerships with other HR organizations, and relationships with bargaining unit leadership and staff in alignment with the company's overall Labor Strategy. You will ensure consistent application of Collective Bargaining Agreements within Swire Coca-Cola and among local units and supports leaders in understanding of the grievance, administration, and intent of the CBA's. In this position, you will also play a crucial role in implementing effective employee relations programs for our non-union locations.

Responsibilities:

• Represent the Company in all labor related activities including grievance management, escalation up to and including arbitration
• Lead and support negotiations preparedness, financial implications of contract proposals, and implement changes for the enterprise following the conclusion of negotiations
• Collaboratively execute the development of LR strategies and plans that effectively support the achievement of the overall business outcomes
• Act as liaison between HRBP, ER, Payroll, Talent Acquisition and Employee Experience teams, providing Labor expertise and oversight when new policies and practices are implemented
• Provide project management and ownership for LR initiatives and process improvement opportunities
• Assess needs and develop training specific to Labor Relations & Positive Employee Relations, coordinating deployment within the HR function and across the business

Requirements:

• Bachelor's Degree in Human Resources, Labor Relations, Business Administration or a related field required
• 5+ years' experience as an Labor Relations Partner, HR Business Partner, HR Generalist or other relevant experience required
• 2+ years' experience working directly with labor unions and familiarity with unionized environments required
• Experience developing and implementing employee and labor relations strategies in unionized and/or non-union environments to support operational effectiveness and workforce engagement required
• Understanding of Labor Law required
• Negotiation and mediation (need not be 1st chair for this role) required

• Ability to travel more than 20% regularly across Swire system required

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Come and join our Sparkling team!

Base pay range is $120,139 to $157,683 plus bonus structure (dependent on role). Pay offered will depend on candidate's geographic location, prior relevant experience, knowledge, skills, & abilities.

At Swire Coca-Cola, we offer a comprehensive benefits package for full-time associates and their families. Benefit options include: Medical, Dental, Vision, Pharmacy, Medical FSA, Dependent Care FSA, Health Savings Account, Life Insurance, Supplemental Life Insurance, Accidental Death & Dismemberment Insurance, Short-Term Disability Insurance, Long-Term Disability Insurance, Accident Insurance, Critical Illness Insurance, Employee Assistance Program, Telehealth, Virtual Mental Health Counseling, 401(k) with Company Match, and Tuition Reimbursement. We also offer the following paid time off benefits on a calendar year or anniversary year basis: 120 hours of Paid Vacation, 1 hour of Paid Sick Leave for every 40 hours worked (unless otherwise subject to a more generous local requirement), 7 Paid Holidays, 3 Paid Floating Holidays, 8 hours of Paid Volunteer Leave, up to 8 weeks of Maternity Disability Paid Leave (based on eligibility), and up to 2 weeks of Parental Paid Leave (based on eligibility).

Due to the nature of our work and to help maintain a safe workplace for our employees and customers, after a candidate receives a conditional offer of employment, they will be required to complete pre-employment screening. This includes a criminal background check, drug screening, and for certain roles, a motor vehicle record review.

Screening results are evaluated based on several factors, including the nature and severity of an offense, how much time has passed, the relevance to the position, patterns of repeated offenses, and driving history for roles that require operating a vehicle.

All results are reviewed fairly and in accordance with applicable state and federal laws, including the Fair Credit Reporting Act.