Labor Union Jobs in Spring, TX (NOW HIRING)

The Head of Global HR Enablement and Labor Relations is a senior HR leadership position responsible for driving a unified HR approach across multiple markets. This role ensures HR functions as one cohesive entity by owning workforce risk&management, labor strategy, and local HR execution& enablement. The incumbent acts as a trusted connector between global HR design and local delivery, translating global priorities into practical, market-specific plans that support business growth, transformation, and compliance within each region's regulatory environment.Thisrolebringsclaritytothe HR operating model, fostersconsistentaccountabilityandreducesfragmented ownership across HR Business Partners (HRBPs) and Centers of Excellence (COEs).

WhatYou'llDo

Market HR Leadership (LocalHRstrategy)

• Translate and enable global HR priorities into locally executable plans aligned with businessobjectives, growth strategies, andtransformationroadmaps.

• Ensure compliance with local employment laws and regulations

• Act as a trusted strategic advisor to HR Business Leaders (HRBLs), HRBPs, and COEs.

• Partner with and guide regional & country Managing Directors toidentifyand mitigate country-specific risks, trade-offs, and sequencing.

Labor Relations Strategy

• Develop and guide local labor relations strategies, including union andworkerscouncils,Healthand Safety Committeeengagements.

• Leadnegotiations, collective bargaining, and dispute resolution efforts, coordinating with Legal, HR, and business stakeholders.

• Collaborate with Legal on labor-related risks and strategic planning.

• Monitor external labor market trends and advise on their implications for the business.

• Create andmaintaina country-specific HR playbook repository,providingpractical guidance for effective operations in each market.

• Coach HR teamstomanagecomplex interactions with union and worker council representatives.

• Ensure adherence to labor relations requirements across alljurisdictions.

HR Integration and Execution

• Connect global HR program design with local implementation, ensuring practicality and scalability across regions.

• Partner with COEs to adapt programs to local needs.

• Enable HRBPs to focus on strategic business initiatives by reducing local operational complexity.

Workforce Insights, RiskManagement and Execution

• Understand workforcetrends,including giving insight into local attrition and labor risks unique to specific markets. Provide insights and advice on workforce stability and external labor market dynamics.

• Executeworkforce plans and negotiate with local authoritiesregardingemployment and labor policies.

• Lead regional execution of workforce management plans, ensuring alignment with local priorities and stakeholder needs.

• Partner with HRBPs and business leaders to provide guidance on high-risk employee relations decisions.

Qualifications & Experience

• Minimum of 12 years of progressive HR experience, with at least3years specifically dedicated to global employee and labor relations within large, complex organizations.

• Proventrack recordof leading labor relations strategies in multi-national corporations with a minimum employee base of 20,000+ globally, preferably within highly regulated industries such as technology, manufacturing, or energy.

• Demonstrated success in designing, implementing, and managing global HR operating models that unify dispersed regions into a cohesive framework, with measurable outcomes.

• Extensive hands-on experience managing labor negotiations, collective bargaining agreements, and union engagement in multiple countries with diverse labor laws and union presence.

• Deepexpertisein local employment legislation, union interactions, and regulatory compliance across at least 3-5 different geographies, preferably including North America, EMEA, and APAC regions.

• Proven ability to develop and execute comprehensive labor strategies that balance legal compliance, employee engagement, and businessobjectives, withdemonstratedsuccess in reducing labor risks and mitigating disputes.

• Experience managing large HR budgets exceeding $10 million, including resource allocation for labor negotiations, legal compliance, and regional HR initiatives.

• Demonstrable success leading large teams (75+ HR professionals), including remote and geographically dispersed teams, fostering collaboration and accountability.

• Prior experience working within or with global enterprise organizations with 20,000+ employees, including experience in highly matrixed environments with multiple stakeholders.

• A strong understanding of AI tools, including GenAI and Agentic AI, with examples of how they have beenleveragedto modernize HR processes, increase operational efficiencies, or reduce costs.

• A track recordof building centralized process repositories, policies, and procedures toeliminatesingle points of failure, streamline operations, and ensure consistency across regions.

• Bachelor's degree in Human Resources, Business Administration, Law, or related field;Master'sdegree or equivalent preferred.

• Professional HRcertificationsuch as SPHR, SHRM-SCP, or equivalentispreferred.

Key Capabilities

• Strategic and Results-Driven Leadership: Proven ability to develop and execute strategies that align HR and labor relations with overall business goals,demonstratingtangible results in risk mitigation and operational excellence.

• Deep Legal and Regulatory Expertise: Mastery of international labor laws, union engagement, collective bargaining, and compliance requirements in multiplejurisdictions, witha track recordof managing complex labor negotiations successfully.

• Global Operating Model Design & Evolution: Extensive experience designing scalable, consistent HR operating models that integrate local nuances. Demonstrated ability to evolve and refine these models over time in response to changing business needs, technological advancements, and external environment shifts, supported by metrics that measure success and accountability.

• Stakeholder Influence & Executive Presence: Ability to influence and partner effectively with C-suite executives, regional leaders, legal counsel, and union representatives, including delivering compelling communications and presentations to diverse audiences.

• Cultural Competency & Local Adaptation:Demonstratedsensitivity to local cultures, customs, and employment practices, with the ability to adapt global strategies to regional contexts without compromising overallobjectives.

• Change Management & Transformation with Growth Mindset: Skilled in leading large-scale HR transformations, including process redesign, digital adoption, and organizational change. Embraces a growth mindset, continuously seeking innovative solutions, learning from setbacks, and promoting a culture of agility and resilience within teams and the organization.

• Data-Driven Decision-Making: Strong analytical skills with the ability to interpret workforce data, labor market trends, and risk indicators to inform proactive strategies.

• Technology & Innovation Adoption: Enthusiastic aboutleveragingAI and other emerging technologies to modernize HR functions, improve decision-making, and achieve cost efficiencies.

• Leadership & Team Development: Proven success in managing and developing large, diverse teamsandfostering a high-performance culture.

• Accountability & Integrity:Demonstratesunwavering commitment to ethical standards, compliance, and accountability for delivering measurable businessimpact.