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Retail Labor Relations Specialist

Hybrid in Ourense·Full-time·Added yesterday (last checked 7 Nov)

Adolfo Domínguez

22 open roles

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Our summary

Hours: Monday to Friday
Work mode: Hybrid, Ourense
Contract: Full-time
Experience: 3+ years
Education: University degree

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Skills

Nice to have

This job advert was originally written in Spanish.

Requirements

What we're looking for

Education and experience

University degree in Labor Relations, Law, or a similar qualification.

Recommended experience of 3 to 5 years in labor relations functions or legal-labor advisory.

Experience managing conflicts and disciplinary procedures.

Experience in management with works councils.

Key skills

Spanish labor legislation.

Collective agreements applicable to Retail.

Disciplinary procedures.

Conflict management and labor mediation.

Hiring, modification, and termination of employment relationships.

Working days, schedules, breaks, vacations, and absenteeism.

Legal representation of workers and union relations.

Labor Inspection and labor administrative procedures.

Occupational risk prevention and psychosocial risks.

Data protection and confidential information management.

Case management tools and Microsoft Office.

Skills

Agile problem solving.

Analytical capacity and legal-labor judgment.

Orientation toward the business and store operations.

Negotiation and mediation.

Clear and assertive communication.

Serenity and ability to act in conflict situations.

Ability to maintain an objective and balanced position.

Service orientation.

Closeness and credibility with HRBPs and managers.

Organization, rigor, and attention to detail.

Discretion and confidentiality.

Ability to prioritize urgent situations.

Cross-functional work.

Ability to influence without hierarchical dependency.

Preventive orientation.

Other

Make proper use of assigned assets in accordance with the company's internal policies.

Act in accordance with the guidelines of the information security management system.

Guarantee the confidentiality of labor matters and the data processed.

Availability to travel to stores when the complexity or urgency of the case advises an in-person intervention.

Higher degree in Law or Labor Relations.

Experience in negotiation with RLT.

Deep knowledge of labor legislation and the framework of retail agreements.

At least 3 years of previous similar experience.

Experience in collective bargaining

Knowledge and proficiency in Microsoft Office (Word, Excel, Power Point, Access).

Availability to work in Ourense.

Nice to have

Postgraduate training in Labor Law, Labor Relations, or People Management is desirable.

Experience in Retail environments, organizations with a wide territorial network, or companies with multiple work centers is desirable.

Experience working with HRBP teams, operational managers, and legal counsel is desirable.

Knowledge of HR systems such as SAP, Milena, or other labor management tools used by the organization, which are also included in the Labor Relations and Personnel Administration profiles, is desirable.

Pay & benefits

What you'll get

Full-time continuous working day from Monday to Friday with flexibility regarding start and end times.
Maximum 72 days of remote work per year
Multidisciplinary work team.

The role

We are a designer brand.

We want to fill wardrobes with common sense.

We make clothes that last longer than fashions.

WE ARE LOOKING FOR YOU.

What you'll do

1. Labor advisory to HRBP and Retail

Support Retail HRBPs in resolving labor queries and situations arising in stores.

Advise Area Managers, Store Managers, and other commercial network managers on the correct application of labor regulations, collective agreements, and internal policies.

Analyze each situation from a legal, operational, and people management perspective, proposing clear courses of action.

Facilitate homogeneous labor criteria to avoid different responses to equivalent situations.

Participate, together with the HRBP, in complex labor conversations with managers or employees when the nature of the case requires it.

Escalate to the Labor Relations Manager those matters that may generate significant legal, reputational, collective, or economic risk.

2. Immediate management of labor conflicts in stores

Receive, analyze, and prioritize labor conflicts communicated by HRBPs or Retail managers.

Intervene agilely in situations that may affect coexistence, store operation, or business continuity.

Facilitate mediation processes and the search for agreements when appropriate.

Support the HRBP and the manager in communicating adopted decisions.

Follow up on cases until their resolution and verify the effectiveness of the measures applied.

Management of the legal representation of workers

3. Management of the Legal Representation of Workers and union relations

Act as the Labor Relations interlocutor with Works Councils, Staff Delegates, and Union Sections within their scope of action.

Advise Retail HRBPs and business managers on ordinary relations with the legal representation of workers.

Manage and coordinate legally required information, consultation, and hearing processes, ensuring compliance with established deadlines and requirements.

Prepare documentation, reports, and communications addressed to the legal representation of workers, ensuring consistency of criteria and regulatory compliance.

Participate in meetings with Works Councils and trade union organizations when the nature of the matter requires it, acting on behalf of the Labor Relations area.

Manage queries, claims, and collective conflicts within the Retail scope, promoting balanced and sustainable solutions for the parties involved.

Follow up on agreements reached with the legal representation of workers and verify their correct implementation.

Detect collective risks, conflict trends, or recurring incidents in the store network, proposing preventive measures.

Coordinate with the Labor Relations Manager those matters that, due to their complexity, economic, organizational, or reputational impact, require centralized management or a specific negotiation strategy.

Support the Labor Relations Manager in union election processes, the constitution of representation bodies, and the updating of censuses when necessary.

4. Disciplinary procedures

Advise HRBPs and managers regarding potential labor breaches.

Analyze the facts and assess their fit within the applicable labor regulations, collective agreements, and disciplinary regimes.

Request and review necessary information, including communications, records, statements, and other case background.

Prepare or review disciplinary communications, ensuring they are correctly substantiated.

Control the deadlines and formal requirements applicable to each procedure.

Support HRBPs and managers in the communication of warnings, sanctions, or other measures.

Coordinate with the Labor Relations Manager procedures of special complexity or impact.

Work with external legal counsel when determined by the Area Manager.

5. Application of regulations, agreements, and internal policies

Keep updated on labor legislation and the collective agreements applicable to the store network.

Interpret regulations and translate them into practical application criteria for HRBPs and managers.

Verify that labor decisions adopted in Retail respect legal and contractual requirements.

Collaborate in the implementation of labor policies, procedures, and protocols.

Identify possible deviations in the application of criteria and promote the corresponding corrective measures.

Support the Labor Relations Manager in the review and updating of procedures.

Coordinate with Personnel Administration those cases that require contractual, administrative, payroll, Social Security, or time management actions.

6. Support in termination and reorganization procedures

Advise on available labor alternatives in situations of low performance, breach, absenteeism, or other circumstances affecting the continuity of the employment relationship.

Review background and necessary documentation to guarantee the traceability of decisions.

Support the preparation and execution of measures for modification, mobility, or termination of employment relationships.

Support HRBPs and managers during associated conversations and communications.

Coordinate with Personnel Administration the correct documentary and administrative execution.

Escalate cases of higher risk or impact to the Labor Relations Manager.

7. Document management and case traceability

8. Cross-functional coordination

The model defined for Talent and Culture establishes a cross-functional relationship between HRBP, Labor Relations, Compensation & Analytics, and Employee Service, and attributes the provision of an integral service to stores to HRBP and Personnel Administration.

9. Reporting and continuous improvement