Manager, Associate Relations/Labour Relations
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The Manager, Associate Relations, in partnership with Operations and People, ensures compliance with legal requirements and corporate policies, from a labour perspective, while ensuring the facility environment is consistent with a safe, respectful, productive, engaged and supportive atmosphere, free of external interference. This requires proactive identification and mitigation of third party risks resulting from either internal or external factors.
What you'll do...
1. Lead Walmart's positive associate relations programs through site visits, audits, assessments and training. Act as associate advocate by ensuring we enable our associates to be successful, resolve associate concerns and maintain a direct relationship with our associates. Drive engagement strategy through partnership with Operations and Field partners.
2. Assess and monitor facilities moral, working environment and risk, through Labour Assessment (WI data, CBWA and grassroots meetings). Partner with Operations and People in the development of tailored action plans/solutions to support strategic initiatives in mitigating risks identified. Leverage tools to provide further analysis on trends and actions. Address any associate labour risks nationally/regionally.
3. Ensure consistent understanding and application of People and Corp policies/programs, identification of risks, and development of solutions to mitigate third party risks; ensuring visibility and change management principles are present. Provide advice and feedback to policy owners when revising or creating new policies/programs, while ensuring legislative compliance (i.e. labour, employment, HR, etc.) and fairness to associates. Support policy and program execution and implementation across the country.
4. Mentor field partners in labour relations/critical incident management and remain current on both employment and labour legislation changes that would affect Walmart Canada. Review and update Associate Relations processes based on new legislation or provincial Labour Board decisions.
5. Drive a strong training/coaching culture by transferring knowledge, providing training in labour relations, engagement, harassment and positive associate relations; within the function, across People team and to field partners.
6. Conduct in-depth analysis leveraging data points (AES/WI), advise on harassment, human rights investigations and utilize critical cultural programs (i.e. Open Door, Grass Roots, Walmart Way of Working) to promote and enhance associate engagement.
7. Review and address national/regional labour relations risks, manage third party organizing and support serious occurrence reports process.
8. Act as a proactive consultant/tactical advisor and coach field associates and leadership. Focus on labour matters, representation, organizing and engagement.
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