Microsoft

Sr. Labor Relations Manager

Microsoft • $106K — $203K *
Redmond, WA 98052In-Person
Business Services
Less than 5 years of experience
Today
Be an Early Applicant
Job Overview by Ladders

Qualifications

  • Master's Degree in Business, Labor Relations, Human Resources, Law, or related field; or Bachelor's Degree with 7+ years of experience in human resources operations, labor relations, or related field.
  • 5+ years handling complex labor relations matters independently and influencing senior leaders.
  • Preferred: Master's Degree and 8+ years in human resources operations or labor relations; or Bachelor's Degree with 12+ years in the field.
  • 3+ years of experience resolving employee-related issues tied to collective bargaining agreements or union contracts.
  • 3+ years leading and executing projects in a complex, matrixed organization.
  • Certifications preferred: SHRM-CP or HRCI-PHR.

Responsibilities

  • Identify and leverage resources to enhance managerial capabilities through consulting or training on labor issues.
  • Develop and coordinate training sessions on effective labor relations practices for management and HR partners.
  • Enforce compliance with labor laws and contracts, ensuring security principles are followed during interactions with employee representative bodies.
  • Partner with corporate affairs in labor negotiations and interpret labor contracts with relevant stakeholders.
  • Manage labor relations processes, providing project guidance related to implementation and integration.

Benefits

  • Health, dental, and vision insurance options.
  • Paid time off and flexible work arrangements.
  • Retirement plan with company match.
  • Professional development programs and certifications reimbursement.
  • Employee assistance programs for personal and family needs.
Full Job Description
Responsibilities

Building Labor Relations-Related Capability

  • Identifies the appropriate approach and leverages resources to enhance manager capability by conducting one-on-one consulting/coaching with business leaders, or by engaging relevant Human Resources partners to advise and guide them on labor issues, regulations, and best practices.


  • Identifies and aggregates labor relations-related training needs within the business, region, or geography supported. Develops implementation plans to address identified labor relations-related training needs, develops relevant trainings, and coordinates and/or delivers training sessions on effective labor relations practices and topics to management, business leadership and relevant Human Resources partners and leadership.


Contracts and Compliance

  • Enforces labor laws, regulations, contractual obligations, and collective bargaining agreements and ensures that all contact between business and ERBs is underpinned by appropriate security principles.
  • Partners with Corporate, External, and Legal Affairs in labor contract and collective bargaining negotiations and labor arbitrations. Interprets and administers labor contracts in partnership with Corporate, External, and Legal Affairs and relevant business and Human Resources partners tied to contractually obligated terms and conditions of an employee representative body's (e.g., union) or members' employment (e.g., compensation, scheduling, hours, union practices).
  • Engages with employee representative bodies (e.g., unions) and management as part of the Labor Management Committee to resolve issues. Negotiates with employee representative bodies on mid-term bargaining issues in partnership with Corporate, External, and Legal Affairs.


HR Project and Programs

  • Partners with Centers of Excellence on implementing and capitalizing on scalable labor relations programs and processes (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, employee movement, ad-hoc projects).
  • Manages labor relations processes for a business, region, or geography by reviewing progress and making recommendations on project/program management, integrating security best practices in all key processes.
  • Leads the design and implementation of local labor relations and/or Human Resource (HR) projects or programs that require information and consultation with employee representative bodies (e.g., reduction of force, changes to benefits) based on unique needs for a business, region, or geography.
  • Provides project guidance related to prioritization, timelines, budget, resourcing, and impact.
  • Leverages, aligns, and integrates communication strategies and messages from the Center of Excellence (CoE); guides others in the implementation of communication messages; manages all communications in alignment with Microsoft's security principles; collaborates with peer disciplines (e.g., Human Resources Business Partnership) to gain buy-in on programs and processes from business stakeholders.


HR Solutions Consulting

  • Identifies and presents trends and insights on organizational health solutions from Employee Relations (ER) and Global Employee Relations (GER) data and recommends a solution to appropriate stakeholders.
  • Provides expert consulting services to managers and employees related to labor relations programs, processes, and initiatives.


Maintaining Positive Labor Relations

  • Proactively seeks to strengthen positive relationships with employee representative bodies (e.g., union) representatives and leaders. Works with employee representative bodies to determine the scope of potential bargaining units and manages organizing activity.
  • Maintains and utilizes a feedback loop with Human Resources (HR) and Corporate, External, and Legal Affairs (CELA) to ensure awareness of, and advise on any business decisions that may impact employee representative bodies represented employees and acts as Labor Relations Representative on Labor Management Committees (LMC).
  • Improves relationships with managers and business stakeholders to consult and inform on decisions that impact business units. Maintains relationships with external stakeholders (e.g., employee associations, government institutions, union federations) to maintain continuous communication and engagements on complex recurring and/or ad hoc programs related to labor forces.
  • Ensures that Collective Bargaining Agreements and/or company agreements contain relevant, up to date and agreed methods for managing data/information security and are aligned to Microsoft's policies. Coaches team members to align with Microsoft's security principles in all Employment Relations Board (ERB) engagements.
  • Directs the diagnostics and resolution of issues with high-level complexity, visibility, and risk related to labor laws and regulation or contractual concerns/violations, both independently and by collaborating with employee representatives, managers, and peers in Human Resources and Corporate, External, and Legal Affairs as appropriate.
  • Leads the mediation of discussions between employee representatives and the company to resolve conflict and address and resolve labor disputes and grievances. Implements solutions to address issues based on labor laws and regulations, contractual obligations, and established principles and culture, while prioritizing employee and labor experiences to maintain a safe and professional work environment.
  • Interprets trends in labor relations, legislative, and regulatory environments that may impact labor relations and makes recommendations on changes within Human Resources policies to align with external expectations. Implements solutions to facilitate an open, inclusive, Microsoft values-based environment that enables effective labor relations for an assigned business, region, or geography, and incorporates security principles in stakeholder communications throughout solution implementation. Understands precedence that has been set and anticipates long-term impacts of short term decision-making.
  • Collaborates with Human Resource Consulting and Human Resources Business Partners to administer and investigate potential and/or actual labor dispute and employee representative bodies (e.g., union) grievance cases and implementing appropriate remediation or dispute resolution in conjunction with a business, region, or geography, and other Human Resources peers (e.g., Human Resources Business Partners, Corporate, External, and Legal Affairs, Public Relations, Global Security, Benefits) in accordance with applicable labor laws and regulations, union contracts, and collective bargaining agreements. Partners with relevant internal parties (e.g., Workplace Investigation Team [WIT], Business and Regulatory Investigation [BRI], Labor Management Committee, Corporate, Corporate, External, and Legal Affairs, Global Employee Relations [GER]) in parallel investigations. Ensures appropriate documentation of issues with a focus on maintaining security and confidentiality of sensitive labor relations data. Establishes and advocates for application of security principles in all disputes/grievances.


Queue Management

  • Manages, distributes, and oversees queries or requests through relevant channels (e.g., Customer Relationship Management [CRM], queue management system) for a business, region, and geography. Assesses severity levels of queries or requests and determines management approach.


Strategy Development

  • Co-creates an overall strategy for labor relations within local area by incorporating security-first considerations and working in partnership with regional peers, team and local HR leaders, that is relevant to Microsoft's context of rapid innovation, hybrid work and a highly skilled, diverse, workforce and that contributes positively to our culture.
  • Collate meaningful insights on market trends and external factors from local geographical region, that will inform a more proactive approach to labor relations. Develops recommendations for increasing the effectiveness of operating model that ensures productive and positive labor relations.
  • Creates a Labor Relations Community of Practice of Country Labor Relations Specialists, in local geographical region or market, accountable for delivering the Labor Relations strategy, and enabling a listening system to identify associated risks and priorities. Builds a mentoring partnership with local Corporate, External, and Legal Affairs (CELA) and labor relations subject matter experts.
  • Coordinates scalable local HR and Product teams in consulting on commercial or cultural matters with relevant unions, works councils, or employee representatives.


Qualifications
Required/minimum qualifications

  • Master's Degree in Business, Labor Relations, Human Resources, Law, or related field AND 4+ years experience in human resources operations, labor relations or related field OR Bachelor's Degree in Business, Labor Relations, Human Resources, or related field AND 7+ years experience in human resources operations, labor relations or related field OR equivalent experience.
  • 5+ years handling complex labor relations matters independently and influencing senior leaders OR equivalent experience.


Additional or preferred qualifications

  • Master's Degree in Business, Labor Relations, Human Resources, Law, or related field AND 8+ years experience in human resources operations, labor relations or related field OR Bachelor's Degree in Business, Labor Relations, Human Resources, or related field AND 12+ years experience in human resources operations, labor relations or related field OR equivalent experience.
  • 3+ years experience resolving employee-related issues tied to employees covered by a collective bargaining agreement or union contract (e.g., contract negotiations, mediation).
  • 3+ years experience leading and executing projects in a complex and matrixed organization.
  • Society for Human Resource Management Certified Professional (SHRM-CP) or Human Resource Certification Institute (HRCI) Professional in Human Resources (PHR) certification.


Labor Relations IC5 - The typical base pay range for this role across the U.S. is USD $106,400 - $203,600 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $137,600 - $222,600 per year.

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:
https://careers.microsoft.com/us/en/us-corporate-pay

This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.

About Microsoft

Microsoft is an American multinational corporation that develops, manufactures, licenses, supports, and sells a range of software products and services. Microsoft’s devices and consumer (D&C) licensing segment licenses the Windows operating system and related software, Microsoft Office for consumers, and the Windows Phone operating system. The company’s computing and gaming hardware segment provides Xbox gaming and entertainment consoles and accessories, second-party and third-party video games, and Xbox Live subscriptions; surface devices and accessories; and Microsoft PC accessories. Its phone hardware segment offers Lumia smartphones and other non-Lumia phones. Its D&C segment provides Windows Store, Xbox Live transactions, and Windows phone store; search advertising; display advertising; Office 365 Home and Office 365 Personal; first-party video games; and other consumer products and services as well as operating retail stores. Microsoft’s commercial licensing segments license server products, including Windows Server, Microsoft SQL Server, Visual Studio, System Center, and related Client Access Licenses (CALs); Windows Embedded; Windows operating system; Microsoft Office for business, including Office, Exchange, SharePoint, Lync, and related CALs; Microsoft Dynamics business solutions; and Skype. Its commercial segment offers enterprise services, including premier support services and Microsoft consulting services; commercial cloud comprising Office 365 Commercial, other Microsoft Office online offerings, Dynamics CRM Online, and Microsoft Azure; and other commercial products and online services. The company markets and distributes its products through original equipment manufacturers, distributors, and resellers, as well as online.

Microsoft Careers

Join Microsoft today and be part of a company that values innovation, leadership, and diversity in its workforce. As a global leader in technology and digital transformation, Microsoft offers unparalleled job opportunities that propel your career to new heights.

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At Microsoft, we believe that innovation comes from diversity of thought and inclusion. We are committed to a workplace where everyone feels valued and inspired. Our leadership is dedicated to fostering an environment where diverse perspectives lead to breakthrough innovations and a competitive edge.

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Career growth at Microsoft is about more than climbing the corporate ladder; it's about continuous learning, expanding your skills, and improving your capabilities. With access to various leadership and training programs, you can evolve as a professional and make a significant impact within the company and on the global stage.

Hiring Process

Our hiring process is designed to identify true potential. Starting with a review of your resume, followed by interviews that assess your problem-solving abilities and cultural fit, we ensure that all candidates have a fair chance to demonstrate their strengths and potential to contribute to our team.

Networking and Professional Development

Microsoft is a place where you can build a professional network that spans the globe. Our employees benefit from connections with top-tier professionals and industry leaders, which opens doors to innovative projects and collaborative opportunities that are second to none.

Join Our Team

If you're ready to take on exciting challenges and make a difference in the world of technology, explore the job opportunities at Microsoft. Search for open positions that match your skills and interests, and prepare to embark on a rewarding career path filled with innovation and opportunities for personal and professional growth.

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At Microsoft, your future is limitless. Join us in our mission to empower every person and every organization on the planet to achieve more. Your journey with Microsoft starts here.
Learn more about Microsoft
Size
181,000 employees
Market Cap
$1,762.4 billion
Industry
Enterprise Technology
Net Income
$51.3 billion
Founded
1975
5 Year Trend
+15.5%
Revenue
$153.2 billion
NASDAQ
MSFT
* Ladders Estimates

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