Labour-Relations Recovery Leader

The mandate

A nine-day strike across three packaging plants ended through an emergency protocol containing safety reviews, contractor checks and disputed discipline cases. Sites now interpret commitments differently, supervisors continue inconsistent attendance action and contractor employees report unequal access to protective measures. The regional labour-relations head was dismissed after unsigned local promises surfaced during return-to-work meetings and disrupted the recovery timetable.

The interim must take São Paulo command within one week and lead for twelve months through commitment closure, stable case governance and two peak-production periods. Search for permanent employee-relations leadership opens when strike commitments have accountable evidence and all sites use one supervisor escalation process, expected in month six. The successor will chair a union review and observe one plant disruption exercise during five weeks of overlap.

Handover requires a verified protocol and promise register, open-case inventory, safety and contractor action evidence, consistent attendance and discipline routes, supervisor decision tools, union relationship plans and trusted workforce reporting. Two site audits and one peak period must demonstrate adherence. The successor inherits unresolved cases, local precedent, litigation dependencies, contractor gaps, leadership commitments and bargaining-calendar risks.

The interim may stop unauthorised local commitments, centralise sensitive cases, deploy specialist teams, require supervisor retraining and authorise up to BRL 18 million in approved recovery actions. Collective settlements, employment termination, litigation positions, plant closure, contractor award and commitments beyond delegation remain with authorised executives or counsel. Safety leaders retain their statutory and operating authority.

Production scheduling, commercial customer recovery, enterprise payroll replacement, future collective bargaining unrelated to the strike and workforce redesign beyond affected plants remain outside scope. The seat owns post-strike commitment evidence, case consistency, supervisor practice, representative relationships, recovery monitoring and succession. It cannot rebuild trust by concealing difficult cases or interpreting an ambiguous promise in whichever way is locally convenient.

Why this seat is open

The strike settlement ended disruption but exposed undocumented local promises and inconsistent employee treatment, leading to the regional head’s dismissal. Plants need room to operate, yet site-by-site improvisation now threatens trust and precedent. Temporary labour-relations authority can close commitments visibly and prove consistent practice before permanent leadership takes responsibility.

What you will own

• Reconstruct signed protocol terms, verbal assurances, local minutes, responsible owners, deadlines and evidence of completion.
• Triage discipline, attendance, retaliation, safety and contractor cases by consequence, precedent, urgency and authority.
• Establish common supervisor decision tools, consultation checkpoints, documentation standards and escalation across affected plants.
• Connect safety and contractor commitments to observed workplace conditions, corrective actions and representative review.
• Lead structured union and workforce forums that separate historic dispute, current case and future bargaining agenda.
• Exercise absence surge, local work stoppage, safety complaint and supervisor misconduct scenarios with accountable leaders.
• Transfer commitment ledgers, case governance, relationship maps, site risks and trained employee-relations capability.

Candidate qualifications

• Held executive labour-relations authority during post-strike recovery across several manufacturing plants and bargaining units.
• Reconciled formal settlement terms with undocumented local promises, contested cases and operational reality.
• Restored consistent discipline, attendance and supervisor practice without weakening genuine site-specific consultation.
• Integrated contractor treatment and safety commitments into workforce trust and representative governance.
• Worked with unions and counsel through escalation while preserving management, legal and safety decision boundaries.
• Handed permanent leaders stable case systems, supervisor routines and representative relationships after audited commitments and peak operations.

Non-negotiables

• Can start onsite in São Paulo within one week and travel weekly during the plant-recovery phase.
• Will accept exclusive executive accountability for commitment evidence, sensitive-case control and representative escalation.
• Brings post-strike multi-site manufacturing recovery; routine labour casework or bargaining support is insufficient.
• Must disclose union, employer, contractor, counsel, investigator and workforce-communications relationships.

1. 49 words maximum. Describe a strike-recovery promise whose local interpretation created a new employee-relations risk.
2. 49 words maximum. Which evidence would you require before closing a safety or contractor commitment?
3. 49 words maximum. State your São Paulo availability and the largest post-strike recovery you led.