Labor Relations Manager

4 semanas atrás


São Paulo, São Paulo, Brasil Google Inc. Tempo inteiro

Job Summary: We are seeking a Labor Relations Manager to join our team at Google Inc. in Canada and Latin America. As a key member of our labor relations team, you will be responsible for implementing a positive employee relations strategy for the region and managing relationships with employee representatives in the Americas.

About the Role: As a Labor Relations Manager, you will partner closely with teams across Google to implement initiatives, policies, and processes that are subject to local labor relations processes. You will also engage with employee representatives and third parties to understand planned organizational changes and develop a plan to address those needs.

Responsibilities:

  • Balance strategic and tactical work to inform and contribute to the implementation of our labor relations strategy.
  • Enable the successful roll-out of company-wide programs and initiatives by advising on, designing, and implementing the required labor relations process.
  • Manage several complex labor relations initiatives simultaneously, manage timelines, identify legal and operational risks, and clearly communicate these to stakeholders.
  • Work closely with the Global Labor Relations team and contribute to a global labor relations strategy.
  • Manage relationships with third parties and internal representatives, with experience in complex countries such as Brazil and Mexico.

Requirements:

  • Bachelor's degree or equivalent practical experience.
  • 4 years of experience working in a Human Resources capacity.
  • Experience with HR policies and practices, state and federal employment laws, and compliance guidelines.
  • Ability to communicate in English and Portuguese fluently to support client relationship management in this region.
  • Preferred qualifications include experience in managing employee representative bodies, knowledge of labor law/labor relations, and ability to communicate in Spanish fluently.


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