Labor Relations Partner

Summary

The Labor Relations Partner provides specialized expertise in union and labor-related matters, including collective bargaining, grievance management, and labor law compliance. This role integrates labor strategy with business objectives, ensuring that workforce decisions are aligned with contractual obligations and regulatory requirements. The LR Partner also leverages data and trends to identify risks, inform bargaining strategies, and drive proactive labor relations approaches across the enterprise. This role partners with HRBPs, ER Partners, and leadership to maintain positive labor relations and ensure compliance with collective bargaining agreements (CBAs).

Job Duties

• Serve as the enterprise expert in labor relations, advising leadership and HR Team on union strategy, labor risk, and contract interpretation.
• Administer and interpret collective bargaining agreements (CBAs), ensuring consistent application of contractual provisions across business units.
• Lead the grievance process from intake through arbitration, including investigation, case strategy, evidence development, and representation in arbitration proceedings.
• Develop and execute negotiation strategies for collective bargaining, including preparation, data analysis, costing, and participation in negotiations and Memoranda of Understanding (MOUs).
• Serve as primary liaison for union representatives, building and maintaining effective labor-management relationships while protecting organizational interests.
• Manage and respond to unfair labor practice (ULP) charges and NLRB matters, coordinating with Legal and ensuring timely, compliant responses.
• Ensure consistent application of the just cause standard in disciplinary actions within unionized environments, advising leaders and HRBPs accordingly.
• Provide proactive guidance on labor law compliance, including NLRA, WARN Act, and other relevant regulations impacting union and non-union environments.
• Analyze labor relations data (grievances, arbitrations, trends) to identify systemic issues, bargaining priorities, and operational risks.
• Develop, implement and monitor mitigation plans to resolve repeat/systemic LR issues in partnership with HRBP's and Leadership.
• Support organizational changes by assessing labor implications of restructuring, workforce reductions, and operational decisions.
• Develop and deliver training for leaders and HR Team on union interactions, contract administration, grievance handling, and labor relations best practices.
• Partner closely with HRBPs to ensure alignment between business strategy and labor strategy.

Minimum Qualifications

• Bachelor's Degree in Human Resources or related field
• 5 years of relative HR experience
• Labor Law & NLRA Expertise
• CBA Interpretation & Arbitration Preparation
• Negotiation Strategy & Collective Bargaining
• Labor-Management Relationship Building
• Regulatory & NLRB Compliance