Senior Manager, Labor Relations in London

The Senior Manager, Labor Relations Lead is a senior individual contributor responsible for providing expert guidance on global labor relations matters, supporting consistent and compliant practices across all regions. The role partners with People Experience, Legal, business leaders, and employee representative bodies to manage complex labor-related issues and strengthen organizational capability in collective consultation, employee representation, workplace change, labor risk, and manager enablement in a global operating environment.

Scope and Impact

This role operates as a trusted subject matter expert within a global People Experience environment. The P5 Global Labor Relations Lead influences outcomes across multiple regions, supports high-confidentiality matters, and helps ensure that labor relations activity is aligned with legal requirements, company values, operational priorities, and employee trust. The role requires strong judgment, structured thinking, and the ability to balance risk, consistency, empathy, and business practicality. The role supports labor relations activity across key jurisdictions in AMER, EMEA, and APAC, including countries with employee representation, works council, collective consultation, or union-related obligations.

Key Responsibilities

• Provide senior-level labor relations expertise and practical guidance to People Experience partners, business leaders, and cross-functional stakeholders on complex labor matters.
• Lead and coordinate the planning and execution of collective consultation and employee representative processes, including Works Council engagement, union interactions and collective bargaining processes.
• Build and maintain constructive, credible relationships with Works Councils, unions, and other employee representative bodies.
• Advise on labor relations implications of organizational change, workforce planning, restructuring, policy implementation, and business transformation initiatives.
• Assess and inform labor relations, employee representation, consultation, and jurisdictional complexity to inform location strategy and workforce planning decisions.
• Partner closely with Legal, People Business Partners, Employee Relations, Total Rewards, Communications, and regional People teams to assess labor risk and develop consistent, compliant approaches.
• Prepare clear, accurate, and audience-appropriate materials for consultation processes, leadership briefings, employee representative discussions, and governance forums.
• Monitor labor relations developments, employee representative activity, external trends, and emerging risks across jurisdictions, translating insights into proactive planning and decision-making.
• Direct the development and maintenance of scalable labor relations frameworks, end-to-end processes, workflows, governance mechanisms, playbooks, templates, and an AI-enabled knowledge base to support consistent and efficient delivery.
• Coach and enable managers and People partners to understand labor relations obligations, employee voice mechanisms, consultation expectations, and escalation pathways.
• Contribute to sensitive investigations, escalations, and workplace matters where labor relations considerations, representative involvement, or collective risk may be present.
• Maintain accurate documentation, case notes, consultation records, and decision rationale in accordance with internal governance, confidentiality, and compliance requirements.

Required Qualifications

• Significant experience in labor relations, employee relations, human resources, employment law, or a closely related People function, preferably in a global or matrixed organization.
• Strong understanding of labor relations principles, collective consultation, employee representation, union or works council processes, and employment-related risk management.
• Demonstrated experience directly engaging with unions, Works Councils and/or other employee representative bodies on consultation, organizational change or other complex labor relations matters.
• Demonstrated ability to advise on complex and sensitive workplace matters with sound judgment, confidentiality, and practical risk awareness.
• Experience partnering with Legal, HR/People teams, business leaders, and employee representative groups on labor-related matters.
• Excellent written and verbal communication skills, including the ability to prepare clear briefings, consultation materials, stakeholder updates, and decision-support documents.
• Strong project management and organizational skills, with the ability to manage multiple priorities, deadlines, stakeholders, and jurisdictional requirements.
• Ability to interpret policy, process, and legal guidance and translate it into practical, manager-friendly advice.
• Comfort operating with ambiguity, exercising discretion, and escalating appropriately when risk, precedent, or reputational considerations are present.

Preferred Qualifications

• Experience supporting labor relations activity across multiple countries or regions, with an understanding of regional nuance and local consultation requirements.
• Experience in technology, professional services, or another fast-moving global business environment.
• Familiarity with HR case management systems, data reporting, documentation standards, and governance controls.
• Experience creating playbooks, toolkits, manager guidance, training, or enablement materials related to labor relations or employee relations topics.
• Fluency in English and proficiency in a second language.
• Experience leveraging AI to identify practical use cases and automation opportunities that improve process efficiency, consistency, and scalability.
• Ability to use data, trends, benchmarking, and external insights to inform labor relations strategy and proactive risk management.

Leadership Expectations

• Acts as a trusted advisor who brings clarity, structure, and calm to sensitive and high-impact labor relations matters.
• Builds credibility with senior stakeholders through balanced judgment, practical recommendations, and strong preparation.
• Promotes consistency, fairness, and employee trust while supporting business needs and legal compliance.
• Collaborates across functions and regions to create scalable solutions that improve quality, speed, and confidence in labor relations work.
• Demonstrates inclusive leadership through respectful engagement with employee representatives, managers, employees, and cross-functional partners.

Success Measures

• Labor relations matters are managed consistently, compliantly, and with clear documentation and governance.
• Consultation and representative engagement processes are well planned, timely, and supported by high-quality materials.
• People partners and managers feel better equipped to identify labor relations considerations and follow appropriate escalation pathways.
• Labor risk is surfaced early, assessed thoughtfully, and translated into practical recommendations for leaders.
• Stakeholders experience the function as credible, responsive, balanced, and aligned to both employee trust and business outcomes.

About Autodesk

Welcome to Autodesk! Amazing things are created every day with our software – from the greenest buildings and cleanest cars to the smartest factories and biggest hit movies. We help innovators turn their ideas into reality, transforming not only how things are made, but what can be made. We take great pride in our culture here at Autodesk – it’s at the core of everything we do. Our culture guides the way we work and treat each other, informs how we connect with customers and partners, and defines how we show up in the world. When you’re an Autodesker, you can do meaningful work that helps build a better world designed and made for all. Ready to shape the world and your future? Join us!

Salary transparency

Salary is one part of Autodesk’s competitive compensation package. Offers are based on the candidate’s experience and geographic location. In addition to base salaries, our compensation package may include annual cash bonuses, commissions for sales roles, stock grants, and a comprehensive benefits package.

Belonging

We take pride in cultivating a culture of belonging where everyone can thrive.

In-Person Onboarding and Identity Verification

This role may require in-person onboarding and/or in-person ID verification.