Jobs and Careers

Senior Director, Talent, Labor Relations, Inclusivity, and Engagement

Yes Campus, United Statesfull_timeVerifiedPosted 3 Aug 2026

💰 $131,313/yr($91,845/yr – $131,313/yr)

About the role

Position Information

Position Title Senior Director, Talent, Labor Relations, Inclusivity, and Engagement Position Type Administrative Department Equity, Culture, Talent FLSA Exempt Union/Non Union Non Union Full Time or Part Time Full Time Grade 18 Salary Range Hiring Salary Range $91,845 - $131,313 / Annually Fixed Term/Tenure Track (Faculty Only) Regular or Temporary Regular Job Description Summary

The Senior Director, Talent, Labor Relations, Inclusivity, and Engagement is a senior leadership position responsible for overseeing the College’s labor relations, employee relations, employee engagement, and events management functions. This position ensures compliance with applicable federal, state, and local laws, as well as collective bargaining agreements, fosters a fair, consistent, and equitable work environment, and advances initiatives that enhance the overall employee experience and institutional engagement. The Senior Director serves as a trusted advisor to senior leadership and plays a critical role in promoting a positive, inclusive, and high-performing organizational culture.

Minimum Qualifications

EDUCATION AND EXPERIENCE

Bachelor’s degree (or higher) in human resources, business administration, labor relations, industrial/organizational psychology, or a related field.

For applicants with a bachelor’s degree:

Minimum of five (5) years of progressively responsible experience in employee/labor relations, HR management, or a related field.
Minimum of three (3) years of progressively responsible experience leading diversity, belonging, and inclusion programs.
Minimum of four (4) years of supervisory experience.

For applicants with a master’s degree (or higher):

Minimum of three (3) years of progressively responsible experience in employee/labor relations, HR management, or a related field
Minimum of three (3) years of progressively responsible experience leading diversity, belonging, and inclusion programs.
Minimum of four (4) years of supervisory experience.
Experience in investigating and the resolution of human relation issues.
Experience in the interpretation and application of Federal and State employment laws.
Experience leading institutional or organizational change initiatives.
Experience developing institutional cultural diversity reports.

Criteria

CRITERIA: The following criteria, which are not the sole criteria used in the final hiring decision, will be used to review the applications of those persons who meet the stated minimum qualifications and to select those qualified applicants who will be interviewed. Other information and observations made during the interview process may be considered in the selection process. A Resume/CV and cover letter are required with the application. Please ensure that your documents address the criteria listed below for this position.

ESSENTIAL DUTIES

Labor & Employee Relations

Serves as the College’s lead advisor on labor and employee relations, providing strategic guidance to leadership on policy interpretation, collective bargaining agreements, grievance processes, disciplinary actions, EEO complaints, and ADAAA accommodations.
Interprets, administers, and ensures compliance with collective bargaining agreements, employment policies, and applicable laws and regulations.
Leads and manages collective bargaining negotiations with union representatives, including strategy development, contract administration, and resolution of labor issues.
Leads and manages grievance processes, disciplinary actions, and conflict resolution efforts.
Oversees and conducts complex workplace investigations involving employee complaints, misconduct, and policy violations, ensuring timely, thorough, and equitable outcomes.
Develops and implements standardized employee relations practices to ensure consistency and fairness across the institution.
Provides expert guidance to supervisors and leadership on performance management, corrective action, progressive discipline, and separation processes.
Reviews and approves disciplinary actions to ensure alignment with policy, past practice, and legal considerations.
Identifies and assesses organizational risk related to employee relations matters and implement mitigation strategies.
Maintains comprehensive documentation and case management systems to ensure compliance and audit readiness.
Serves as escalation point for sensitive, high-level, o