Job Description
The Director, Global Labor & Employee Relations is responsible for Labor and Employee Relations across J&J. They are accountable for effective and compliant strategies for a civil, fair, and ethical working environment for J&J’s workforce that maintains a collaborative and productive workplace. They are responsible for oversight of Labor Agreements, establishing J&J standards for relationships with Labor Relations representative groups (e.g., Labor Unions, Workers Councils) and defining the tone and approach for bargaining and ensuring measures are in place for compliance with contracts. They are accountable for oversight and management of programs, policies, procedures and employment practices that are compliant with local laws and regulations.
They are accountable for the development of management capabilities in just and consistent decision making, equitable treatment, and addressing unacceptable behaviors in the workplace. The Director, Global Labor & Employee Relations provides day-to-day advice to HR and Business leaders providing insights on labor activities, manager capabilities and innovative and preventative practices. They are externally relevant, operating as a thought leader within the profession and help shape the external environment in legislative, regulatory and policy areas related to labor and employee relations across the J&J enterprise.
Key Responsibilities Can Be Broken Up As Follows
Approximately 20% of the role would be devoted to the following responsibilities. Define comprehensive and sustainable Government, Labor, Employee Relations strategy(s) that support the long term enterprise Human Capital Strategy and Planning strategy and business goals of the Company. Develop Government, Labor, Employee Relations policies, programs and objectives; ensure they are reviewed and amended as needed, based on external changes (legislation, laws) and/or internal processes and practices. Provide direction, requirements and governance oversight to HR Global Services (GS) with respect to the execution of Employee & Labor Relations initiatives, programs and processes and with BU HR regarding execution of Government & Labor relations strategy, as appropriate. Define, establish and maintain governance and reporting relationships for Labor and Employee Relations strategy to achieve the strategic objectives that support high performance. Partner with the HR leadership and other key internal stakeholders to inform strategies, consider and integrate feedback, and build action plans; collaborate with Legal and other stakeholders as needed for guidance to ensure compliance with local laws, regulations and contractual obligations. Accountable for partnerships across service providers, including Global Services (GS), to achieve Labor and Employee Relations goals and objectives.
Approximately 20% of the role would be devoted to the following responsibilities. Provide leadership and guidance on defined strategies, policies and programs for Government, Labor & Employee Relations across the organization. Serve as the global Government, Labor, Employee Relations subject matter expert, developing suitable strategies and proactively monitoring and leveraging industry leading practices and building external relationships. Operates as the Government, Labor & Employee Relations policy approver and owner; oversee global Labor and Employee Relations policies and programs rationalization, escalations and exceptions. Partner with the other global HR Functional and Regional HR Leads to ensure coordination of strategies, plans, and tactics that impacts Labor and Employee Relations. Build and maintain relationships at all levels throughout HR Corporate Services (CS), HR Business Unit Services (BU) and Global Services (GS). Through global team leadership, ensure that Government, Labor, Employee Relations & Engagement solutions and policies at the regional / local level are aligned with global / regional frameworks.
Approximately 5% of the role would be devoted to the following responsibilities. Accountable for the ER/LR budget, allocating and forecasting ER/LR Programs and initiatives expenditures influencing how resources are allocated to execute respective programs and initiatives.
Approximately 20% of the role would be devoted to the following responsibilities. Use data and analytics to make decisions on Labor and Employee Relations practices, ensuring competitive posture of programs and policies, as well as consistency across the Company. Ensure that comprehensive processes are in place to measure the effectiveness of Labor and Employee Relations strategy and programs. Understand customer requirements and define the Key Performance Indicators that are critical for quality of tracking and evaluation of Labor and Employee Relations. Provide guidance and sign-off for deployment at regional and local level of global programs and policies. Utilize benchmarking and industry trend analysis to help identify any issues, such as regulatory changes, determining solutions and documenting agreements for communication to all stakeholders.
Approximately 20% of the role would be devoted to the following responsibilities. As the Executive Process Owner for the Employee Relations end-to-end process, the Director, Government, Labor, Employee Relations will: Define end to end process vision across functions and the business, align end-to-end process roadmap with strategic vision, with Global Process Owner (GPO), resolve disputes and advocate for Global Process Owner (GPO), resolve conflicts between short-term and long-term vision and/or between process and operational goals, and partner with GPO to make key decisions related to processes, including target setting and financial management with a focus on balancing reducing process costs, increasing efficiency, and maximizing investment returns. Operate as advocate for Labor and Employee Relations, resolving issues or escalating to leadership as appropriate.
Approximately 15% of the role would be devoted to the following responsibilities. Perform all people-management responsibilities and provide coaching, feedback, and, where appropriate, discipline to and through supporting team members. Embrace and leads a culture of inclusiveness and multi-cultural engagement through coaching and feedback to peers and the broader community in Human Capital Strategy and Planning in alignment with the Company's Leadership Imperatives. Responsible for developing a strong pipeline of global, diverse leaders within Human Capital Strategy and Planning and across the HR Function. Enable a Credo-based & High-Performance Culture within Human Capital Strategy and Planning teams.
Job Function
Employee Relations
A Bachelor’s Degree in any specialization is required. A degree in HR, OD, Organizational Psychology, Business, pre-law or related discipline is preferred. A Law degree or advanced business degree (e.g. MBA) is preferred; discipline in employment and/or labor law, or related discipline is preferred. A minimum of 12 years of related experience is required. A minimum of 10 years progressive employee and labor relations is required. Global leadership experience is required. A minimum of 7 years of people management experience is required.
Healthcare or related industry experience preferred. Must have demonstrated experience as a chief spokesperson in labor contract negotiations, preparation and conducting of labor arbitration. Hands on experience providing day-to-day advice and counsel on various labor and employee relations issues are required. Must have experience managing labor relations elements of mergers, acquisition, divestitures and organization restructurings. Experience with labor negotiations and collective bargaining agreements are preferred. Must have the ability to drive innovation and act as a thought leader both internally and externally with long term focus. A strong understanding and working knowledge of employment and labor laws and regulations in at least 1 country is required. Extensive knowledge of labor laws, familiar with current trends and approaches is desired. Knowledge of employment and labor practices in multiple countries is preferred.
Must have strong leadership skills; operates as a global leader with understanding and appreciation for regional differences. Relationship management, coaching and collaboration skills are required. Must be analytical and a strategic thinker. Must have strong presentation skills; can speak across various forums and communicate to a broad, diverse audience. Must have demonstrated experience managing, planning and implementing projects and strategic change initiatives. Influence, negotiation and consultative skills are required. Must embody strong interpersonal, consultative and facilitation skills. Must be an enthusiastic team player with a strong drive to create a positive work environment. Strong MS office and related talent management technology tools skills are required.
A minimum of 20% to 30% travel, both domestic and international, is required.
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Wednesday, September 23, 2015
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