Industrial and Employee Relations Manager

Want to be a crowd-stopper rather than a crowd-pleaser? Become a Camparista

At this point, you may not know exactly what it takes to be a Camparista , but you have the makings to be one of us. We’re the independent minded and passionate achievers in the spirits industry, innovating the iconic.

Be Part of Our Signature Mix

General Description of the Role
The Industrial and Employee Relations Manager is responsible for designing, implementing and developing the IER strategy, plans, programmes and initiatives which are aligned with and which achieves the Company’s business objectives. The incumbent must develop and maintain positive relationships between employees, management, and labor unions. They must ensure compliance with labor laws and regulations, and manage all employee grievances, disputes, and complaints. They must also conduct investigations into employee misconduct or violations of company policies and administer relevant Disciplinary actions. They execute Campari’s agenda in the areas of Culture, Employee engagement, Diversity & Inclusion. The job has been successfully performed when a harmonious industrial relations climate is maintained, there is high employee satisfaction and engagement levels, excellent grievance resolution time and low employee turnover rates.

Key Activities & Responsibilities

• Develop and implement employee relations strategies and programs that support the company's objectives and foster positive working relationships with employees, labor unions, and other stakeholders.

• Partner with HRBPs to develop and execute employee engagement programme ensuring the achievement of reelevant employee engagement metrics and/or certification

• Serve as a liaison between management and employees to identify, address and resolve employee concerns, disputes, and grievances.

• Develop and maintain policies, procedures, and guidelines for employee relations, including collective bargaining agreements, grievance, discipline, and dispute resolution.

• Advise and support managers and supervisors on matters related to employee relations, labor laws, and HR policies.

• Participate in collective bargaining negotiations and other labor relations activities to ensure a favorable outcome for the organization.

• Ensure that the Human resources Department and function is viewed as responsive and delivers superior service to its partners and all employees

• Champion diversity and inclusion efforts within the organization. Collaborate with HR and leadership to implement inclusive practices, policies, and programs that foster a diverse and welcoming work environment for all employees.

• Monitor and analyze employee relations data and trends to identify potential issues and develop strategies to address them.

• Develop and deliver training programs for managers and supervisors on effective employee relations practices and procedures.

• Ensure compliance with applicable labor laws, regulations, and industry standards.

• Ensure that the organization is compliant with all applicable labor laws, regulations, and collective bargaining agreements.

• Effectively manage and resolve labor disputes, including contract negotiations, prevention of strikes, and other forms of industrial action.

• Timely and accurate communication with all stakeholders, including communicating with employees, management, unions, and other relevant parties.

• Management of costs associated with collectibe bargaining agreements.

• Ensuring that employees feel valued, respected, and engaged in their work

• Managing risks associated with labor relations, such as legal and reputational risks

• Handling all employee grievances, disputes, and complaints

• Conducting investigations into employee misconduct or violations of company policies and administering the Disciplinary Policies and Procedures

• Providing advice and support to management on industrial relations issues

• Developing and implementing policies and procedures related to industrial relations

• Advising management on workforce planning and productivity issues

• Analyzing and interpreting labor laws and regulations

• Preparing and presenting reports and recommendations to management

• Lead on the employee relations aspects of proposed changes to the business structure

• Contribute to the development of the Human Resource function by developing an ER strategy that is aligned with business needs

• Advise and support all areas of the business on employee relations matters to ensure their effective management. Issues include: disciplinary, grievance and performance issues.

• Keep up to date with current ER legislation and ensure this is updated in the company's Human Resource policies.

• Negotiate and implement collective bargaining agreements that are fair and beneficial to both the organization and its employees.

• Maintain positive relationships with employees, including handling grievances, disputes, and disciplinary issues in a fair and consistent manner.

• Ensuring compliance with safety and health regulations and policies to provide a safe and healthy workplace for employees.

• Implements Collective Union Agreements and any amendments to these agreements.

• Prepares monthly departmental reports, as well as project status reports, as required.

• Participates in departmental staff meetings throughout the company, as required.

• Ensures that disciplinary action is carried out in keeping with the company’s policies and good labour practices.

• Supports the planning and co-ordination of staff engagement activities and functions.

• Develops a system to record, track and monitor employee grievances raised with the company to ensure all issues are expeditiously handled within the agreed timelines.

• Performs other related duties as assigned from time to time

Leadership and Management Scope

• No Direct Reports

Requirements

• Bachelor’s degree in Human Resource Management, Industrial Relations or other degree in a related discipline or equivalent professional qualifications.

• At least seven (7) years experience in Human Resources, including at least five (5) years’ experience specializing in union-management relations

• Strong knowledge of Jamaican labor laws and regulations

• Strong knowledge of employee engagement strategies and diversity and inclusion practices.

• Familiarity with HR systems and tools for employee feedback and engagement.

• Ability to collaborate and influence stakeholders at all levels internally and externally

• Excellent communication, negotiation skills and ability to exercise good judgement

• Strong conflict management skills

• Experience in negotiating collective bargaining agreements and other labor relations activities.

• Strong analytical, problem-solving, and decision-making skills.

• Ability to build relationships with a diverse range of stakeholders and work collaboratively to achieve common goals.

• Strong attention to detail and ability to manage multiple priorities simultaneously.

• Ability to work independently and take initiative

• Ability to work effectively in a fast-paced and dynamic environment

• Strong attention to detail and organizational skills

• Ability to maintain confidentiality and handle sensitive information

• Excellent leadership and interpersonal skills

• Ability to work on own initiative and focus on details

• Extensive knowledge of Human Resources Management & Development trends and measurement

• Sound knowledge of relevant company’s policies, and practices relating to Human Resources Management and Industrial Relations.

• Extensive knowledge of workplace legislation (Labour Relations Code, Labour Relations and Industrial Disputes Act, etc), and leading labour law and human rights decisions.

• Considerable knowledge of the procedures, practices and techniques used in collective bargaining and labour management negotiations.

• Thorough knowledge of grievance and arbitration processes and other dispute resolution mechanisms.

• Considerable knowledge of job evaluation, wage and salary administration, including thorough knowledge of legislation, regulations and contract provisions relating to these subjects.

• Thorough knowledge of labour relations and compensation principles, policies, and practices.

• Proficiency in the use of computer software applications including Microsoft Word, Excel, Powerpoint

Our commitment to Diversity & Inclusion:

At Campari Group we believe in building more value together, thus we see diversity in all forms as a source of enrichment. Our employment policies and practices ensure that we are committed to providing equal employment opportunities in all aspects of employment without regard to any individual’s race, religion, creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, sexual orientation, gender identity or characteristics or expression, political affiliation or activity, age, veteran status, citizenship, or any other characteristic protected by law.

Note to applicants:

Your application will be assessed based on your abilities, expertise, general knowledge and experience, not because of any confidential, proprietary or trade secret information you may possess. You must not disclose to Campari Group any such information. In the event that you are asked a question that cannot be answered without disclosure of any confidential, proprietary or trade secret information (including from a current or prior employer or their vendors or customers), you must decline to answer the question.

Notice to third party agencies:

Please refrain from cold-calling or emailing our executive leadership team or the HR community directly. The Talent Acquisition department manages centralized recruiting operations globally, including the selection and management of external suppliers. Currently, our preferred supplier list is at full capacity. To ensure we have your information on file for future consideration, we kindly request that you complete the online form provided here.