Position Summary...

What you'll do...

About the Role:

Walmart is seeking a Senior Manager, Labor Relations who has a strong knowledge base in the Labor Relations space. The Senior Manager, Labor Relations associate will need to be a motivated team player with a keen ability to influence. This role will be tasked with helping the business mitigate labor-related and engagement risks.

You'll make an impact by:

• Developing and managing company response to third party disruption in retail, distribution, and other company facilities by conducting day-to-day company response and associate education at targeted facilities in assigned business segments and geographies; directing efforts of first responders and other labor team members dispatched to other segment facilities; advising operations and People Partners as to lawful practices in the context of protected concerted activity; responding to the labor relations hot line and providing advice to facility management; and verifying that post-activity facilities continue to practice positive human resources and operations leadership to ensure a rewarding experience for both customers and associates.
• Managing the assessment of labor relations opportunities and challenges in assigned business segment or geography by interpreting activity trends and supporting the analysis of opinion survey results; monitoring and reporting the impact of change initiatives on associate morale; recommending and leading the implementation of best employment practices and communication strategies to operations and people teams; guiding and coordinating first responders, people managers, and operations in execution of engagement strategies; supporting local People Partners; assessing the overall morale in the facility; providing trend information to the local People Partner; and collaborating with team members and leaders to define and execute local labor strategy as well as national labor strategy.
• Managing readiness to respond to labor issues for multiple markets and in markets with an active union campaign by training first responders to conduct initial 48-hour activity response; conducting management and supervisor labor training for active labor markets, new facilities, and other locations; coordinating labor training for new managers and newly promoted managers; evaluating campaign effectiveness; monitoring compliance with supervisor training; assisting with training delivery; and leading responses to unfair labor practice charges in facilities.
• Assess challenges to associate loyalty in multiple labor markets by evaluating future electronic social interface tools and their impact on labor strategies; and collaborating with team members and leaders to define and execute regional labor strategy as well as national labor strategy. Drives the execution of multiple business plans and projects by identifying customer and operational needs; developing and communicating business plans and priorities; removing barriers and obstacles that impact performance; providing resources; identifying performance standards; measuring progress and adjusting performance accordingly; developing contingency plans; and demonstrating adaptability and supporting continuous learning.
• Ensure business needs are being met by evaluating the ongoing effectiveness of current plans, programs, and initiatives; consulting with business partners, managers, co-workers, or other key stakeholders; soliciting, evaluating, and applying suggestions for improving efficiency and cost-effectiveness; and participating in and supporting community outreach events.

• Excellent verbal and written communication skills, including the proven ability to effectively communicate at all levels of the business and explain complex concepts in a clear and understandable manner.
• Proactive planning, execution, and multi-tasking skills with demonstrated ability to operate in a fast-paced, deadline driven environment.
• Strong customer service and cultural adaptability.
• The above information has been designed to indicate the general nature and level of work performed in the role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The full Job Description can be made available as part of the hiring process.