Employee Relations Director

Our client is seeking a dynamic and strategic Employee Relations Director to lead labor management initiatives and employee relations in a unionized environment. This role will oversee a team of HR Business Partners (HRBPs) to ensure HR strategies align with overall business objectives, fostering an engaged and high-performing workforce. The selected leader will serve as a trusted advisor to senior management, acting as the primary liaison between union leadership and company leadership while ensuring compliance with labor laws, collective bargaining agreements (CBAs), and internal policies.

This key leadership position reports to the Chief Human Resources Officer and is instrumental in driving workplace harmony, organizational effectiveness, and business success. The Director will oversee both the Employee & Labor Relations team and HRBPs, managing a total of approximately six professionals.

📍 Location: Hybrid | Downtown Pittsburgh, PA

Key Responsibilities

Labor Relations & Collective Bargaining

• Lead and oversee the negotiation, administration, and interpretation of collective bargaining agreements
• Serve as the senior point of contact for union leadership, facilitating open communication and effective resolution of labor-related matters
• Develop and implement labor relations strategies that align with workforce needs and organizational goals
• Represent the company in arbitrations and labor-management meetings
• Act as a senior advisor on the grievance process, dispute resolution, and disciplinary actions
• Ensure full compliance with the National Labor Relations Act (NLRA) and state-specific labor regulations
  
  
  

Employee Relations & HR Business Partner Leadership

• Oversee the HRBP team, ensuring they serve as the primary point of contact for employee relations matters
• Guide and support managers and employees on conflict resolution, performance management, and disciplinary processes
• Partner with compliance teams to investigate and resolve employee concerns, ensuring fair and consistent resolutions
• Develop and implement proactive employee relations policies to enhance workplace culture and engagement
• Collaborate with leadership to develop policies that ensure a safe and equitable work environment for employees and contractors
  
  
  

Strategic Advisory & Compliance

• Provide executive leadership with guidance on labor laws, compliance matters, and industry best practices
• Ensure organizational adherence to EEO, ADA, FMLA, and other employment-related regulations
• Work with legal counsel to navigate Fair Labor Standards Act (FLSA) compliance and other critical labor laws
  
  
  

Training & Development

• In partnership with HR and Learning teams, design and deliver training programs for managers and supervisors on labor relations, employee engagement, and communication strategies
• Promote awareness of employee rights, company policies, and labor regulations through training workshops and internal communications
  
  
  

Collaboration & Stakeholder Engagement

• Maintain strong relationships with union representatives, ensuring regular discussions to resolve workplace concerns proactively
• Foster open dialogue between management and union leadership to enhance collaboration and problem-solving
• Align labor and employee relations initiatives with broader HR strategies, including workforce planning, recruitment, and retention efforts
  
  
  

Compliance & Reporting

• Ensure adherence to collective bargaining agreements and internal policies
• Maintain detailed records of labor disputes, grievances, and arbitration outcomes
• Monitor trends in labor relations and provide data-driven insights to senior leadership
  
  
  

Leadership & Team Development

• Cultivate a culture of continuous improvement and collaboration across teams
• Foster a work environment that emphasizes accountability, innovation, and inclusion
• Coach and mentor staff to enhance leadership capabilities and technical expertise
• Oversee department operations to ensure performance milestones and strategic objectives are met
• Represent the organization in industry groups, committees, and benchmarking initiatives
  
  
  

Requirements

Qualifications & Experience

✔️ Education: Bachelor's degree in Human Resources, Labor Relations, Business Administration, or a related field required.

✔️ Experience:

• 15 years of relevant HR and labor relations experience in a unionized environment
• 10 years of leadership experience, including managing HRBPs and Employee & Labor Relations teams
• Strong track record of successful collective bargaining, dispute resolution, and grievance management
• Deep understanding of HR Business Partner (HRBP) models and best practices
• Experience in a highly regulated environment preferred
• ✔️ Certifications: SPHR, SHRM-SCP preferred
• ✔️ Advanced Degree: Preferred but not required
  
  
  

Skills & Competencies

✔️ Expertise in labor law, collective bargaining, and employee relations strategies.

✔️ Strong negotiation, conflict resolution, and problem-solving abilities.

✔️ Excellent interpersonal and communication skills, with the ability to build trust at all levels.

✔️ Ability to lead cross-functional teams and drive HR initiatives that align with business goals.

✔️ Analytical mindset with the ability to assess risks, interpret complex regulations, and implement compliance measures.

✔️ Proficiency in Microsoft Office Suite and HR data analytics tools.

✔️ Highly adaptable, detail-oriented, and able to manage multiple priorities effectively.

Benefits

Why Join Our Client?

Our client values:

🔹 Safety First - Prioritizing a workplace culture where employees, teams, and communities remain safe.

🔹 Integrity & Ethics - Committing to transparency, trust, and ethical business practices.

🔹 Collaboration & Reliability - Acting as a dependable partner within the workforce and community.

🔹 Equity & Inclusion - Ensuring fair access to opportunities, resources, and career growth.

🔹 Community Engagement - Supporting and contributing to the local communities where employees live and work.

Scope & Decision Impact

• Directs HR strategy and execution within a critical business function
• Serves as a key member of the leadership team, representing the organization in external stakeholder discussions
• Drives company-wide transformation through labor and employee relations strategies
• Develops comprehensive, high-impact solutions that shape HR policies and company culture
  
  
  

Hybrid Work Arrangement

This role follows a hybrid model, requiring at least two days per week in the downtown Pittsburgh office with flexibility for remote work. Occasional travel within the region may be required to support operational needs.

Interested in making an impact? Let's connect!

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