Labor Relations Manager

Essential Duties and Responsibilities

Labor Relations Strategy & Partnership

• Serve as the primary labor relations subject matter expert within the Human Resources function.
• Partner with HR leadership and operational management to develop and execute labor relations strategies that support business objectives.
• Advise leaders on interpretation and administration of collective bargaining agreements, labor policies, and employment practices.
• Monitor labor relations trends and recommend proactive strategies to maintain positive employee and union relationships.

Collective Bargaining Administration

• Manage and administer approximately 10 collective bargaining agreements across multiple locations and states.
• Interpret contract language and provide guidance to management regarding contractual obligations and rights.
• Track contract compliance, key provisions, renewal timelines, and bargaining obligations.
• Ensure consistency in CBA application across all locations.

Negotiations & Union Relations

• Lead or support collective bargaining negotiations, including preparation of proposals, costing analyses, bargaining strategy development, and contract administration.
• Build and maintain productive working relationships with union representatives and labor organizations.
• Participate in labor-management meetings and address workplace concerns in a collaborative manner.
• Support organizational readiness and response planning during labor disputes or organizing activities.

Grievance & Dispute Resolution

• Manage grievance processes from initial filing through resolution.
• Conduct investigations related to labor disputes, contract violations, and workplace concerns.
• Represent the company in grievance meetings, mediations, arbitrations, and other labor proceedings as needed.
• Develop recommendations and action plans to resolve employee and labor relations issues effectively.

Compliance & Risk Management

• Ensure compliance with federal, state, and local labor laws and regulations.
• Maintain deep knowledge of labor relations legislation, including the National Labor Relations Act (NLRA) and related employment laws.
• Monitor legal developments and labor trends impacting the organization.
• Partner with Legal, HR, and Operations to mitigate labor-related risks and ensure compliance.

Leadership Development & Training

• Train managers and HR business partners on labor relations best practices, contract administration, progressive discipline, and employee relations matters.
• Develop educational resources and tools to improve leader effectiveness in unionized environments.
• Provide coaching and guidance on conflict resolution and workplace communication.

Qualifications and Skills

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Labor Relations, or a related field.
• Minimum of 6-8 years of progressive experience in Human Resources, Employee Relations, or Labor Relations.
• Demonstrated experience administering collective bargaining agreements and unionized workforce environments.
• Experience participating in or leading labor contract negotiations.
• Experience managing grievances, investigations, and arbitration preparation.
• Strong working knowledge of labor and employment laws, including the National Labor Relations Act (NLRA).
• Understanding of collective bargaining processes, grievance administration, and contract interpretation.
• Knowledge of multi-state employment practices and regulatory requirements.
• Proficiency with HRIS systems and Microsoft Office applications.
• Ability to travel approximately 25% of the time to support labor negotiations, grievance meetings, arbitrations, facility visits, management training, and employee relations activities across operations in 25 states.

Core Competencies

• Exceptional negotiation and influencing skills.
• Strong conflict resolution and problem-solving capabilities.
• Excellent verbal, written, and interpersonal communication skills.
• Sound judgment and ability to manage sensitive and confidential information.
• Ability to build credibility and collaborative relationships with employees, union representatives, managers, and senior leaders.
• Strong organizational skills with the ability to manage multiple priorities simultaneously.

Preferred Qualifications

• Master's degree in Human Resources, Labor Relations, Industrial Relations, Business Administration, or related field.
• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent).
• Experience supporting a workforce across multiple states and locations.
• Experience in transportation, logistics, manufacturing, utilities, energy, environmental services, or other highly regulated industries.