Labor Relations & HR Director

If you are wondering what makes TRIMEDX different, it's that all of our associates share in a common purpose of serving clients, patients, communities, and each other with equal measures of care and performance.

• Everyone is focused on serving the customer and we do that by collaborating and supporting each other
• Associates look forward to coming to work each day
• Every associate matters and makes a difference

It is truly a culture like no other — We hope you will join our team! Find out more about our company and culture here.

The Human Resources and Labor Relations Director serves as the organization's frontline expert on all matters relating to positive employee relations, organizing campaign responses, collective bargaining, and ongoing union contract administration. This role is responsible for developing and executing proactive labor strategies. Additionally, this role will be responsible for providing Human Resources Business Partner support to assigned Operations sites including but not limited to represented labor sites. 

Location: Candidates must currently reside with close proximity to a major airport. Candidates must have the ability to extensively travel nationally up to 75% to hospital sites, meetings, etc., including to our Indianapolis, IN Central Office.

·       Relocation is not available for this position

·       Immigration sponsorship not available for this position

Applicants can expect a compensation range of $140,000-$175,000 for this opportunity.  This is the reasonable estimate that TRIMEDX believes it might pay for this particular job based on applicable circumstances at the time of posting. TRIMEDX may ultimately pay more or less than the posted range as permitted by law, and commensurate with the applicant’s experience and qualifications. TRIMEDX may also provide associates with benefits that include health/dental/vision, HSA/FSA, matching retirement plans, paid vacation and parental leave, adoption/infertility assistance, and more!

Responsibilities          

• Partner with legal and outside labor counsel to develop and implement positive employee relations strategies.
• Design, implement, and continuously update a comprehensive labor strategy and program for all non-union facilities, including early-warning detection systems for organizing activity.
• Lead the Company’s response to union organizing campaigns from initial detection through NLRB election, coordinating closely with legal counsel, site management, and senior HR leadership.
• Develop and deliver supervisory training on recognizing early signs of organizing, lawful response techniques, and maintaining a positive work environment that reduces union appeal.
• Conduct vulnerability assessments at non-union sites to identify employee relations gaps, climate risks, and potential grievances before they become organizing triggers.
• Draft and deliver legally compliant campaign communications including captive audience talking points, one-on-one conversation guides, letters from leadership, and Q&A documents.
• Manage third-party consultants; coordinate rapid-response teams for representation petitions filed with the NLRB.
• Track, analyze, and report on organizing activity trends across the industry and within competitor companies to inform proactive strategy.
• Develop and lead communication updates to stakeholders in alignment with HR leadership.
• HR Business partner responsibilities for assigned sites in alignment with annual processes and HR strategies.

Collective Bargaining & Contract Negotiation

• In coordination with Legal and outside labor counsel, lead or co-lead the negotiation of initial and successor collective bargaining agreements (CBAs) across multiple bargaining units, unions, and contract cycles simultaneously.
• Develop comprehensive bargaining strategies including economic modeling, internal equity analysis, costing of union proposals, and identification of management-rights priorities.
• Build and prepare management bargaining teams; coordinate with Finance, Operations, Legal, and Benefits to ensure proposals are operationally sound and fiscally responsible.
• Ensure that final agreements are operationally viable and enforceable with clear, unambiguous terms.
• Maintain relationships with union representatives and business agents to facilitate productive negotiations while firmly protecting Company interests.
• Analyze competitor CBAs and industry benchmarks to support the d