Director, Labor & Employee Relations

Overview

NRDC (the Natural Resources Defense Council) works to safeguard the Earth, its people, its plants and animals, and the natural systems on which all life depends. NRDC combines the power of more than 3 million members and online activists with the expertise of some 800 policy advocates, lawyers, scientists, and communication experts to confront the climate crisis, protect nature, ensure the rights of all people to clean air, clean water, and healthy communities.  As an international nonprofit environmental organization, NRDC is working to address the world’s most urgent environmental challenges, and advance innovative, science-based, and enforceable solutions.  

Since our founding in 1970, NRDC has helped craft and deliver many of America’s foundational environmental laws, including the Clean Air Act, Clean Water Act and Safe Drinking Water Act. Today, we continue to lead in advancing and defending strong environmental protections at the local, state, federal and international levels, as well as through the marketplace. Our team works across the United States and around the world, from offices in Chicago, Los Angeles, New York City, San Francisco, and Washington, D.C., as well as in Beijing, and New Delhi (a subsidiary of NRDC India Pvt. Ltd.).  

Supported by our members and online activists, NRDC is driving impactful solutions that confront the climate crisis, defend nature and safeguard public health across Asia, Africa, and the Americas. At NRDC, we believe lasting change happens when people bring their talent, passion, and expertise together for a common purpose: to build a cleaner, healthier, and more resilient world. Learn more at nrdc.org 

POSITION SUMMARY  

The Director, Labor & Employee Relations leads NRDC’s labor and employee relations programs. Reporting to the Chief People and Diversity, Equity and Inclusion Officer (CPDEIO) and collaborating with the Office of General Counsel (OGC) and other senior leaders, this role is responsible for developing and executing labor relations strategy, employee relations, and compliance with labor law.  This role is also responsible for advising other senior leaders on labor strategy, contract administration, and the consistent application of workplace policies. 

Responsibilities

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the following essential functions. 

• Manage the Labor Relations function for NRDC, including:  
  • Participate in the Management Bargaining Team (MBT), representing NRDC management in the collective bargaining process and managing labor union relationships  
  • Project manage bargaining activities, timelines, and communications with internal stakeholders and union representatives 
  • Deeply understand the provisions of the collective bargaining agreement (CBA) and provide training and guidance to NRDC leaders and People and ODEI team members on managing under CBA provisions, including contract administration and grievance handling  
  • Partner across the organization to identify trends and proactively address issues to reduce grievances  
• In partnership with the HR Partner and Office of DEI teams, oversee Employee Relations matters, including:  
  • Provide guidance to managers and HR Partners to ensure consistent employee relations practices across the organization  
  • Oversee documentation and handling of employee relations matters 
  • Lead or support investigations and ensure timely, well-documented resolution 
  • Advise on appropriate resolution strategies, including discipline and corrective action 
  • Review case management processes and data for continuous improvement by identifying trends and improving consistency 
  • Provide technical advice and guidance to HR Partners and managers on employee performance relations matters, performance management, and discipline 
• Oversee all People policies, including:  
  • Serve as the subject matter expert for policy interpretation and guidance, in partnership with People functional leaders when applicable  
  • Responsible for the full lifecycle of policy updates, including development, review, updates, stakeholder management, and communication 
  • Identify and plan training or education for managers and staff around policy expectations and application 
• Stay updated on labor laws, regulations, and industry trends to ensure compliance in all areas of work; share appropriate updates and recommendations proactively with key stakeholders 
• In collaboration with the People Analytics team, generate analytics for the CPDEIO and other leaders, including reports to track an