Director of Labor and Employee Relations

Position Overview: The Director of Labor & Employee Relations (Dir of LER) is a strategic leader responsible for the development, execution, and management of the BRC’s employee and labor relations strategies. This role will ensure alignment with agency goals while fostering positive, collaborative relationships between management and union leadership and employees. In addition, you will lead all aspects of dispute resolution, policy development, and compliance with labor laws; manage employee relations, mitigate labor-related risks, and proactively address issues to maintain a productive and harmonious environment. The Dir of LER collaborates with senior leadership, HR teams, and Program Directors to proactively address employee concerns and promote a supportive work environment.

Key Responsibilities:

Strategic Leadership:

• Develop and execute employee relations strategies that support organizational objectives, enhance employee satisfaction, retention and ensure alignment with legal standards and best practices.
• Lead and develop a team of LER Coordinators, ensuring their growth, engagement and success as strategic labor partners to the business
• Policy Development & Compliance:
• Create, implement, and update HR policies and procedures to ensure legal compliance and best practices with all applicable laws, regulations (including EEO, FMLA, ADA, etc.), and internal standards.

Conflict Resolution & Investigations:

• Oversee the process for investigating, responding to and resolving employee grievances, workplace conflicts, and complaints, including leading or advising on complex investigations of alleged misconduct, harassment, or policy violations.

Coaching & Advisory:

• Serve as a trusted advisor to senior leadership, HR, and management on labor and employee relations matters, providing coaching, conflict mediation, and guidance on corrective actions.
• Build and maintain strong, productive relationships with union leaders and representatives to facilitate open communication and cooperation.

Legal & Risk Management:

• Collaborate with legal counsel to mitigate potential legal risks by ensuring timely and thorough handling of employee and labor relations cases and participate in legal proceedings when necessary.
• Administer union grievance and arbitration procedures and represent management in grievance meetings and arbitration hearings
• Oversee unemployment claims and Department of Labor hearings

Labor Relations (CBA):

• Oversee the daily administration of collective bargaining agreements and work with HR and Program leadership.
• Provide direct support for collective bargaining including representing the agency in labor negotiations with the support of the CHRO and external counsel in setting bargaining strategies.
• Develop and maintain on-going lists of management initiatives and proposals for future collective bargaining.

Training & Development:

• Develop and conduct union training for employees and deliver general labor relations training for leaders, supervisors and HR.

Employee Engagement:

• Work to foster a culture of trust, respect, and accountability by promoting open communication channels, listening to employee concerns, and enhancing employee engagement initiatives.

Data-Driven Insights:

• Monitor and report on KPI’s for employee relations (e.g., turnover rates, complaints, dispute resolution time) and utilize data analytics to proactively address trends, identify risks, and drive continuous improvement.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field (JD, MA, MS a plus).
• 10 years of labor/employee relations experience, with at least 5 years in a senior-level leadership role.
• Deep knowledge of employment laws, regulations, (EEO, FMLA, ADA, Title VII, etc.) and best practices.
• Strong leadership, communication, and conflict-resolution skills.
• Proven ability to handle sensitive and confidential information with discretion.
• The candidate has demonstrated knowledge of the National Labor Relations Act any relevant state laws. and experience in collective bargaining.
• Ability to communicate orally and in writing in a clear, concise, organized, persuasive manner.

Preferred Skills:

• Experience in a nonprofit or mission-driven organization.
• Proficiency in HR software and data analytics tools.

Reporting Structure: Reports to the Chief Human Resources Officer (CHRO) and collaborates closely with HR Business Partners, Legal Counsel, and senior leadership.