2024-36: Labor and Employee Relations Manager

MDRC is a nonprofit, nonpartisan education and social policy research organization that works to find solutions to some of the most difficult problems facing the nation — including reducing poverty, promoting fairness and efficacy in public welfare and justice systems, bolstering economic well-being, and improving public education, college graduation, and pathways to meaningful employment. We design promising new interventions, evaluate existing programs using the highest research standards, and provide technical assistance to build better programs and deliver effective interventions at scale.

MDRC is seeking a Labor and Employee Relations Manager to join our Human Resources Department. Candidates with immediate availability are highly encouraged to apply.

The Labor and Employee Relations Manager reports directly to and is under the direct supervision of the Director of Human Resources. This position will oversee labor and employee relations activities, policies, processes, and procedures, and will demonstrate employee relations expertise, excellent judgment, and highly developed analytical, interpersonal, problem-solving, and communication skills. This position will set the strategy for employee relations, support the Human Resources team in handling workplace concerns and action plans, and provide intervention as necessary. This role will work extensively with Management and the Senior Manager for Culture and Restorative Practice, to identify opportunities to proactively and preventatively address common labor and employee relations issues and will provide guidance and coaching to managers of all levels to address employee behavior and performance areas. The Labor and Employee Relations Manager will stay attuned to organizational and operational changes across the organization to identify potential employee relations risks and develop plans to address them proactively.

The Labor and Employee Relations Manager also provides guidance on employee behavior, policy application, and conflict resolution. This role will proactively address potential employee relations risks while offering expert advice on complex employee and labor relations matters with a unionized workforce. The Labor and Employee Relations Manager will also play a crucial role in ensuring the organization’s compliance with labor laws and collective bargaining agreements and may also contribute to collective bargaining negotiations.

Responsibilities:

• Negotiation and Labor Relations: Actively participate in discussions and negotiations with labor unions, supporting the development of negotiation strategies and ensuring the organization's best interests are represented. Provide expert interpretation of collective agreements and labor laws.
• Policy Development: Collaborate on developing, drafting, and implementing policies related to employee and labor relations. Ensure policies are fair, consistent, and aligned with the organization’s values and regularly review them to address changing needs.
• Grievance Management: Oversee the management of employee grievances in compliance with any applicable collective bargaining agreement, working closely with management to resolve issues in a fair and timely manner.
• Employee Training: Provide training and guidance to management and employees on labor relations practices, policies, and procedures. Ensure that all staff understand their roles and responsibilities regarding employee relations.
• HR Representation and Advocacy: Be a member of the team that represents the organization in union negotiations, disciplinary hearings, and other matters involving labor relations. Serve as primary point of contact for union and employee representatives to facilitate communication and resolve disputes.
• Strategic Consultation: Act as a trusted advisor to HR leadership on complex employee relations matters, providing insight and recommendations that help address both individual cases and broader organizational issues. Offer thought partnership and coaching to managers to help them effectively handle employee performance and behavior issues.

• Collaboration & Workplace Culture: Collaborate with the Senior Manager for Culture and Restorative Practice to support and promote a positive, inclusive workplace culture. Work together to develop strategies that enhance employee engagement and foster a supportive work environment. Foster strong relationships with union representatives and other key stakeholders.

• Performance Management: Collaborate with HR Business Partners to provide guidance and support to managers on addressing employee performance, including delivering feedback, creating action plans, and implementing corrective actions when necessary. Ensure a consistent approach to performance management across the organization.
• Compliance and Documentation: Ensure compliance with all applicable labor laws and organizational policies, including collective bargaining agreements. Oversee documentation related to labor and employee relations matters while maintaining accurate and confidential records.
• Risk Management: Stay informed of organizational and operational changes, assessing the potential impact on labor and employee relations. Develop plans to proactively address emerging risks and ensure the organization is prepared to manage future challenges.
• Confidentiality and Integrity: Handle all labor and employee relations matters with the highest level of confidentiality in compliance with all laws and collective bargaining agreements, ensuring sensitive information is protected and managed with integrity.

Qualifications:

• Required: Bachelor’s degree in human resources, industrial relations, or a related field.
• Preferred: Master’s degree in human resources, industrial relations, or related discipline. Certifications that align with the labor and employee relations field.

• Minimum of 5-8 years with extensive management experience in labor and employee relations within a unionized environment.
• Strong knowledge of labor laws, collective bargaining agreements, and union-related issues.
• Excellent communication and interpersonal skills, with the ability to convey complex information clearly.
• Proven problem-solving abilities, with a strategic mindset and a focus on anticipating future challenges.
• Ability to work collaboratively with multiple stakeholders, including management, employees, and union representatives.
• High level of discretion, able to handle sensitive and confidential matters with care.
• Strong conflict resolution skills and the ability to mediate disputes between parties.
• Willingness to work in a hybrid environment with 2-3 days in the NYC office each week (Monday to Friday).

Timing: Applications should be submitted by Tuesday, December 31st, 2024. Please see “What to expect from MDRC’s recruitment process” for more information.

Compensation and benefits: Salary range is $140-$160k and will be commensurate with experience. Comprehensive benefits and relocation assistance offered. Some on-the-job training will be provided.

Location: The position is based in MDRC’s New York City office.

Instructions: When submitting your application, please include:

• Resume
• Cover letter

Only candidates selected for further consideration will be contacted.

MDRC is an Equal Opportunity/Affirmative Action employer. No qualified applicant, employee, intern, volunteer, or apprenticeship trainee will be discriminated against on the basis of his, her, or their race (including traits historically associated with race, including but not limited to hair texture and protective hairstyles), color, national origin (including physical, cultural or linguistic characteristics), marriage to or association with persons of a national origin group, tribal affiliation, membership in or association with an organization identified with or seeking to promote the interests of a national origin group, name that is associated with a national origin group, accent, language use, immigration status, citizenship, possession of a driver’s license issued to persons unable to prove their lawful presence in the United States, and other definitions under California or other states’ laws, ancestry, creed, religion, religious creed (including religious dress and grooming practices), age, citizenship, veteran and/or military status, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), sexual orientation, gender, gender identity (including transgender status), gender expression, gender transitioning or perceived gender transitioning, marital status or civil partnership/union status, physical or mental disability (actual or perceived), medical condition (including cancer and genetic characteristics), genetic information, protected medical leaves (requesting or being approved for leave under the Family and Medical Leave Act) or similar state family medical leave laws, domestic violence victim status, political affiliation, or any other basis prohibited by applicable federal, state or local law. Legal work authorization is required. To request a reasonable accommodation during any stage of MDRC’s employment process due to a disability, please contact HRQuestions@mdrc.org.

MDRC’s dedication to Diversity, Equity, and Inclusion exceed compliance requirements. We believe that recruiting and retaining a diverse workforce of all backgrounds and perspectives improves the quality and relevance of our research, as well as the daily experiences of our staff. By fostering an equitable culture of inclusivity and belonging, we seek an environment in which staff feel welcomed, valued, and engaged in their work.