Senior Manager Labor Relations

About Lumen

Lumen connects the world. We are igniting business growth by connecting people, data and applications – quickly, securely, and effortlessly. Together, we are building a culture and company from the people up – committed to teamwork, trust and transparency. People power progress.

Lumen’s commitment to workplace inclusion and employee support shines bright. We’ve made the Newsweek 2024 Greatest Workplaces for Diversity list and achieved a perfect score of 100 on the Human Rights Campaign Corporate Equality Index (CEI) for the fifth consecutive year. Plus, we’re the top employer in the communications and telecom industry, ranking 12th overall across all industries in The American Opportunity Index.

We’re looking for top-tier talent and offer the flexibility you need to thrive and deliver lasting impact. Join us as we digitally connect the world and shape the future.

The Role

The Senior Manager Labor Relations develops, and leads in executing, proactive labor/management relations strategies and actions to ensure positive employee relations and to enable business priority achievement.  Provides strategic labor/employee relations consultation and support to leaders of non-union represented employees in a mixed union/non-union environment. Partners with other HR functional areas and leads the business to ensure Lumen is a world class organization relative to labor relations.

Work Location

This is a remote opportunity open to candidates located anywhere in the U.S.

The Main Responsibilities

• Develop strategy around positive employee relations and enable frontline supervisors in building strong, direct relationships with employees
• Develop strategic plans and lead execution for union representation election campaigns
• Deliver strategic solutions leveraging data and business leader relationship building
• Drive effective large-scale, company-wide program management
• Ability to drive multiple pro-active initiatives cross-functionality, in collaborative, matrixed environment  
• Use metrics and measurements to articulate long-term business value
• Leverage data to develop resolutions to complex problems that require frequent use of creativity
• Use judgment within broadly defined policies and practices
• Exert significant latitude in determining objectives of assignment and challenge current state
• Contribute to establishment of organization's strategic goals
• Demonstrated influencing capability
• Executive presentation skills
• Practical knowledge and proven employment-related practices such as grievance advocacy, arbitrations and agency charges  

What We Look For in a Candidate

Minimum Qualifications

• 8+ years in an HR and/or Labor Relations role in a mixed union, non-union environment or in a management position supervising union personnel (or both) with a Bachelors
• 6+ years in an HR and/or Labor Relations role in a mixed union, non-union environment or in a management position supervising union personnel (or both) with a Masters
• Has first-hand experience in the strategic planning and execution of union representation election campaigns (preferred)

 

Skills

• Program management – organize and drive activities related to multiple interconnected initiatives accomplishing a single strategy
• Results oriented – perseverance to press through obstacles and engage the necessary resources to achieve objectives
• Communication and influence – highly effective written & verbal communication along with strong influencing behaviors
• Leadership presence – regular interaction and influence of manager and above levels, company-wide
• Analytical mindset - analytical approach with the ability to translate data into meaningful solutions
• Attention to detail – ability to assess high level trends as well as identify smaller issues that can have broader impact on the business
• Data management – good functional capabilities across the Microsoft office suite, specifically TEAMs, SharePoint, Excel, Word, and Power Point
• Stakeholder management and reporting – ability to incorporate user requirements into processes, recommendations, and on-going programs 

Compensation

This information reflects the anticipa