Sr. Manager, Labor and Employee Relations

At Alaska Communications, we’re committed to putting our team first, always being customer focused, having a can-do attitude, owning our results and always acting with integrity. This is what we hire for and what our team members exhibit each day. Want to make an impact with us?

POSITION SUMMARY

This position reports to the Human Resources Director and partners closely with Business Leaders to address both strategic and tactical Employee and Labor Relations matters that are vital to the company’s success. The role provides expert guidance and serves as a key resource in shaping and implementing employee and labor relations strategies along with talent acquisition plans that foster a positive and high-performing workplace culture.

In addition to managing labor relations and serving as the primary liaison with Union representatives, this position plays a central role in driving employee engagement, supporting leadership development, and ensuring consistent and fair application of HR policies and practices. The role also leads core HR activities such as employee engagement surveys, performance management, and workforce planning—ensuring alignment with organizational goals. This position will also manage our full-time recruiter, and partner with Business Leaders and internal clients to develop an effective and forward-thinking recruitment process supporting near-term and long-term workforce needs.  Our recruiting goals are to identify, attract, hire, develop, and retain the employees required to meet long-term organizational objectives and values. The ideal candidate brings a balanced approach to employee and labor relations, with a strong commitment to cultivating a collaborative work environment that supports both business performance and employee success in a dynamic and evolving telecommunications landscape.

ESSENTIAL FUNCTIONS

Reasonable Accommodations Statement

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 essential functions.

Essential Functions Statement(s)

• Serve as the primary liaison with union representatives and lead all aspects of labor relations, including contract interpretation, grievance resolution, labor-management meetings, and collective bargaining. Provide strategic counsel to leadership on labor matters, proactively address conflicts, and ensure compliance with the Collective Bargaining Agreement (CBA).

• Collaborate with business leaders on employee relations strategies that support a positive and productive work environment. Provide guidance on policy application, conflict resolution, and performance management.

• Drive employee engagement initiatives, including administration and analysis of engagement surveys. Partner with leaders to develop and implement action plans that enhance workplace culture and employee satisfaction.

• Support performance management processes by advising on goal setting, coaching, corrective action, and performance improvement strategies.

• Contribute to workforce planning by analyzing staffing needs, identifying talent gaps, and supporting succession planning and organizational development efforts.

• Administer leave programs, including the Family and Medical Leave Act (FMLA), ensuring compliance with federal and state regulations and consistent application across the organization.

• Facilitate training and coaching to managers on employee relations best practices, leadership development, and compliance with employment laws and company policies.

• Ensure compliance with employment laws such as the ADA, FMLA, and other federal/state regulations; recommend policy updates to maintain legal and operational effectiveness.

• Partner with HR leadership and business stakeholders to analyze turnover trends, identify root causes, and implement strategies to improve retention and employee experience.

• Participate in cross-functional HR initiatives to enhance employee experience, streamline processes, and strengthen organizational culture.

• Develop an innovative and proactive talent acquisition strategy consistent with Company goals and values. Maintain processes, tools, and standards that maximize the effectiveness of recruiters and hiring managers.

• Plan, direct, supervise, and coordinate the work activities of the recruitment staff.

• Parter with HR leadership to set the department's strategic direction to meet or exceed workforce planning and staffing requirements of the Company.

• Partner with HR leadership and key Business Leaders to address turnover matters in any area of the busines