Vice President, Global Labor Relations

Brink’s Inc; Coppell (TX); On-site; USD 150,000 - 200,000; Full time

Job summary

A global security and logistics company is seeking a Vice President of Global Labor Relations. This role involves shaping and executing a global strategy for labor and employee relations, fostering positive employee engagement, and ensuring compliance with labor laws. Candidates should have over 12 years of HR or employee relations experience in multinational settings. Strong communication and problem-solving skills are essential. The position is based in Coppell, Texas.

Qualifications

• 12+ years of progressive HR or employee relations experience in a multinational environment.
• Strong knowledge of global employee and labor relations practices.
• Experience in leadership roles.

Responsibilities

• Develop and implement a global labor and employee relations strategy.
• Act as a trusted advisor to executives and HR leaders.
• Design training programs for leaders and HRBPs on employee relations.

Skills

Influencing executives

Communication skills

Problem-solving skills

Conflict-resolution skills

Capability-building skills

Education

Bachelor's degree in human resources or labor relations

Advanced degree preferred

Job description

The Vice President, Global Labor Relations CoE is responsible for shaping and executing the company’s global labor and employee relations strategy. This role will focus on building a proactive, principle-based framework that supports positive employee relations, fosters trust between employees and leaders, and ensures consistency across diverse markets.

The leader will partner closely with the Legal function for regulatory expertise and compliance but will primarily serve as the strategic HR leader driving culture, capability, and leadership accountability in employee and labor relations.

Key Responsibilities

• Develop and implement a global labor and employee relations strategy, aligned with the company’s values, culture, and business objectives.
• Create standards, practices, and playbooks for labor and employee relations globally, allowing for regional adaptation.
• Define clear roles and accountabilities for leaders, HR Business Partners (HRBPs), and employee representatives in fostering positive employee relations.
• Stay informed on employment and labor trends globally and partner with Legal on compliance and regulatory matters.

Advisory & Support

• Act as a trusted advisor to executives, regional HR leaders, and HRBPs on labor and employee relations matters, including employee engagement, workforce transitions, and interactions with works councils, unions, or employee forums.
• Guide leaders and HR teams on consistent, principle-based approaches to employee relations while escalating legal or compliance-sensitive issues to the Legal team.
• Establish global frameworks for handling escalated employee relations matters, ensuring consistency and alignment with company culture.

Capability Building & Training

• Design and deliver training and capability-building programs for leaders and HRBPs on positive employee relations, issue identification, and effective leadership practices.
• Ensure leaders and HRBPs understand their responsibilities in building trust with employees and managing the employee relationship proactively.
• Build toolkits and resources that support leaders in fostering constructive dialogue and early intervention.

Engagement & Positive Employee Relations

• Promote a culture of positive employee relations by embedding open communication, early intervention, and proactive engagement strategies.
• Partner with HR and business leaders to design engagement initiatives that strengthen organizational effectiveness and reduce employee relations risks.
• Ensure all labor relations activities align with the company’s Purpose & Values.
• Define and track KPIs to measure the effectiveness of global employee and labor relations programs.
• Use data, insights, and feedback to identify trends and hotspots, and drive continuous improvement.
• Share best practices across geographies to strengthen organizational learning.

Qualifications

• Bachelor’s degree in human resources or labor relations; advanced degree preferred.
• 12+ years of progressive HR or employee relations experience in a multinational environment, including leadership roles.
• Strong knowledge of global employee and labor relations practices; broad awareness of labor law topics without the need for legal expertise.
• Demonstrated ability to design and execute global strategies across multiple regions.
• Strong facilitation, training, and capability-building skills.
• Skilled in influencing and building trust with executives, HR, and employees.
• Exceptional communication, problem-solving, and conflict-resolution skills.