**My Role**:
- Developing of Labor Relations Strategy:Utilizing specialized knowledge and strategic planning to establish, update, and implement strategies that harmonize with the company's objectives, fostering healthy labor relations across diverse cultures and regions where the company operates to ensure long-term stability.
- Managing Labor Negotiations:Leading negotiations with labor unions, works councils, and employee representative organizations on behalf of the company.
Building and maintaining positive relationships with labor unions and other stakeholders, leveraging expertise in macroeconomic trends to facilitate effective negotiation of labor conditions, collective bargaining agreements, dispute resolutions, and compliance with labor laws.
- Ensuring Compliance with Labor Regulations:Staying abreast of labor laws and regulations in all operating jurisdictions, conducting risk assessments, and contributing to informed decision-making processes.
- Policy Development and Implementation:Developing and overseeing HR & Labor Relations policies to establish a fair and equitable work environment.
- Training and Development Initiatives:Designing training materials and conducting sessions for management and HR staff on labor relations best practices, legal compliance, and conflict resolution techniques.
- Training and Development Initiatives:Mediating disputes, conducting internal investigations, and ensuring adherence to labor and employment regulations.
Developing conflict resolution programs to prevent discriminatory behaviors, thereby reducing the risk of legal action against the organization.
- Providing advise to Management:Offering expert advice to senior management on labor relation matters, analyzing trends, and providing reports to highlight potential issues and improvement areas.




- Labor Risk Assessment and Mitigation:Developing systems to identify, assess, and manage risks related to employee relations, unions, and workplace dynamics.
- Leading the Labor Relations Team:Exercising strategic leadership, fostering collaboration, and effectively communicating to align team management with HR and operational functions, to create a positive work environment and achieve organizational goals.
**Authorities**:
- The following processes and decisions must be aligned with and / or overseen by the LR Manager:
- Collective Bargaining Agreements (CBAs)
- Employee Relations and Conflict Resolution
- Compliance with Labor Laws and Regulations
- Strategic HR Management
- Crisis Management
- Negotiation:Leading or participating in the negotiation of CBAs with unions.
- Implementation:Ensuring the terms of CBAs are correctly implemented and adhered to.
- Renewals and Amendments:Overseeing the renewal or amendment of CBAs in response to changing circumstances.
- Grievance Handling:Leading or participating in the grievance resolution process, ensuring compliance with agreed procedures.
- Dispute Resolution:Mediating disputes between employees, unions, and management.
- Disciplinary Actions:Overseeing disciplinary processes to ensure fairness and compliance with labor laws and CBAs.
- Regulatory Compliance:Ensuring all company practices comply with local, state, and federal labor laws, particularly during changes in the law.




- Policy Development:Developing and updating company policies to reflect current labor regulations and best practices.
- Audits and Inspections:Preparing for and managing external audits and inspections by labor authorities and other stakeholders.
- Footprint Planning:Collaborating on footprint planning to align with strategic business goals.
- Restructuring:Providing guidance on labor implications during mergers, acquisitions, downsizing, or other restructuring activities.
- Labor Relations Crisis:Develop the strategy and lead through the resolution of any strike, work stoppage or any other kind of operational disruption.
- Security Crisis:Avise on the labor implications of the decisions related to a security crisis.
- Safety Crisis:Avise on the labor implications of the decisions related to a safety crisis.
- Communication:Take part in the development of all external and internal communications plans that could impact the employees.
**Basic qualifications**
- Bachelor's Degree
**Years Of Experience**
- 7+ years of general Human Resource or related business experience (Master's degree substitutes for 2 years of experience)
- Prior managerial experience required
- Prior experience in implementing the Federal Labor Law
- Experience in union negotiations
- Experience handling different unions
**Other Qualifications**
- Broad-based generalist or Employees Relations experience
- Bilingual Spanish and English
- Excellent oral and written communications; effective interpersonal skills with the ability to influence and manage others who may or may not report to this position.
- Excellent negotiation skills both with internal costumers and externally
- Demonstrated ability to achieve results in

📌 Labor Relation Manager (Ciudad Juárez)
🏢 Aptiv
📍 Ciudad Juárez