Labor and Employee Relations Manager

Position Summary

 

The Labor & Employee Relations Manager reports to the Senior Director of Labor & Employee Relations and serves as a key operational leader within the labor and employee relations function. The Manager is responsible for managing day-to-day employee and labor relations activities, ensuring consistent application of policies and the collective bargaining agreement, and mitigating organizational risk while ensuring timely responses and follow-through on all employee and labor relations matters.

This role acts as a senior escalation point for sensitive matters, and partners closely with the Senior Director to execute the organization’s labor and employee relations strategy. The Manager independently manages an assigned caseload of Employee and Labor Relations matters while operating within established frameworks and exercising a high level of professional judgment.

 

Key Responsibilities

 

Employee Relations

 

• Serve as the primary lead on complex employee relations matters, including allegations involving harassment, discrimination, retaliation, and policy violations.
• Conduct internal investigations, including planning investigative strategy, interviewing parties and witnesses, reviewing evidence, and ensuring timely and well-documented resolution.
• Review investigatory findings and analyses; develop and present clear, well-supported recommendations to HR leadership and management.-supported recommendations to HR leadership and management.
• Ensure appropriate documentation, consistency, and alignment with agency policy, the collective bargaining agreement, and legal standards.
• Recommend and support the implementation of corrective and disciplinary actions, up to and including termination, in coordination with HR leadership and legal counsel as appropriate.
• Provide expert guidance to managers and supervisors on employee relations issues, performance management, and corrective action.

 

Labor Relations

• Interpret and apply the collective bargaining agreement; provide guidance to management on contract administration and compliance.
• Lead the response to grievances, including strategy development, investigation, and resolution.
• Represent the organization in labor-management meetings, grievance hearings, arbitrations, and other labor-related proceedings as assigned. -management meetings, grievance hearings, arbitrations, and other labor-related proceedings
• Partner with union representatives to address issues proactively and maintain an effective labor-management relationship.-management relationships.

Case Management

• Independently manage employee and labor relations cases, investigations, and special projects. Ensure consistency, fairness, and compliance across employee relations outcomes.

Compliance & Risk Management

• Ensure compliance with all applicable federal, state, and local employment and labor laws, including the FLSA, NLRA, EEO, ADA, and applicable New York State and local requirements.
• Monitor employment law developments and advise HR leadership on policy or practice changes.
• Respond to unemployment claims and represent the agency in Department of Labor hearings as needed.
• Collaborate with HR leadership on the development, interpretation, and implementation of workplace policies and procedures.

Data, Reporting & Training

• Track, analyze, and report on labor and employee relations trends, identifying areas of risk and opportunities for improvement.
• Prepare reports, presentations, and briefing materials for senior leadership.
• Lead or support training for managers and supervisors on employee relations, investigations, labor relations, and CBA work rules.
• Participate in orientation sessions related to workplace rules and expectations.

Other Duties

• Manage special projects and initiatives related to labor and employee relations as assigned.
• Perform other related duties consistent with the scope of the role.

 

Hours:

Full-time; 37.5 hours per week

• Monday-Friday 9am-5:30pm
• Hybrid - 3 days in office

 

Qualifications & Requirements

• Bachelor’s degree required; Human Resources, Business Administration, or related field preferred. A master’s degree is a plus.
• 5–8 years of progressive experience in labor and employee relations, including investigations, in a unionized environment.
• Demonstrated experience handling complex and sensitive employee relations and labor matters, incl