Senior Labor Relations Partner

Senior Manager, HR & Labor Relations

The Senior Manager, HR & Labor Relations serves as Cyrus One's primary internal labor relations lead for union-represented employees in the United States, while also providing core HR business partner support to assigned union and non-union facilities. This role delivers strategic and hands-on expertise across collective bargaining, CBA administration, grievance management, union relationship management, supervisor coaching, employee relations, and labor relations governance.

The Senior Manager partners closely with data center operations, the broader HR team, Legal, and outside labor counsel to advance Cyrus One's facilities management labor model and to build the company's internal labor relations capability.

Essential Functions

• Serve as Cyrus One's primary day-to-day point of contact for labor relations involving union-represented employees, and build professional working relationships with union business agents, stewards, and other union representatives;
• Support collective bargaining, including preparation for successor agreements, proposal development, issue tracking, documentation, implementation planning, and stakeholder coordination;
• Interpret, administer, and support compliance with applicable CBAs, including provisions related to seniority, scheduling, overtime, job classifications, holidays, leaves, work rules, discipline, call-outs, and other terms and conditions of employment;
• Manage the grievance and dispute resolution process from intake through resolution, including fact gathering, information requests, investigations, company responses, grievance meetings, settlement discussions, documentation, and escalation to Legal or outside counsel as appropriate;
• Represent management in labor-management meetings and advise and coach onsite managers, supervisors, and HR partners on CBA administration, discipline, investigatory meetings, union communications, and escalation requirements;
• Establish and maintain labor relations processes, tools, and records, including grievance trackers, role and responsibility definitions, labor calendars, case files, bargaining records, information request logs, settlement documentation, and escalation protocols;
• Develop and deliver labor relations training for leaders who manage union-represented employees, and identify recurring grievance themes, operational risks, and training needs, recommending practical solutions;
• Partner with management and employees at both union and non-union facilities to coach, facilitate problem-solving, and administer employee relations programs that foster a positive and progressive work environment;
• Conduct or support workplace investigations on legal-related matters, ensuring prompt action and appropriate involvement of internal Legal and outside counsel;
• Provide HR policy guidance, day-to-day performance management support to line management (coaching, counseling, career development, disciplinary actions), and guidance on pay decisions and job evaluation;
• Support proactive positive employee relations strategies, including manager capability-building, employee engagement, workplace climate improvement, and early identification of issues that could drive employee dissatisfaction or organizing activity;
• Provide guidance and input on business unit workforce planning, organizational design, and succession planning, and partner with Talent Acquisition on staffing strategies for union and non-union roles;
• Stay abreast of changing business needs, employment law developments, and industry trends, anticipating HR and labor relations issues that will have internal and external impact;
• Other duties as required.

Minimum Requirements

• At least 6 years of progressive Human Resources, labor relations, and employee relations experience, with significant hands-on experience supporting union-represented employees, including CBA administration, grievance management, and collective bargaining support;
• Working knowledge of U.S. labor and employment law, including protected concerted activity, direct dealing, unilateral change issues, and good-faith bargaining obligations;
• Experience advising operations leaders, managers, and supervisors on labor and employee relations issues in a 24/7, field-based, or operational environment;
• Ability to partner effectively with Legal and outside labor counsel on strategy, risk assessment, investigations, grievances, bargaining, and disputes;
• Strong judgment, discretion, and communication skills, with the ability to manage highly sensitive matters and maintain confidentiality;
• Strong analytical and problem-solving skills, including the ability to interpret HR data, identify trends, assess risk, and recommend practical business solutions;
• Deep understanding of HR best practices and organizational behavior, with the ability to manage several complex projects simultaneously under deadline pressure;
• Strong proficiency in Microsoft Office (Outlook, Excel, PowerPoint, Word) and HRIS (Workday);
• Ability to travel…