Corporate Lead Labor Relations Manager

V2X•UNAVAILABLE, UNAVAILABLE

About The Position

The Lead Labor Relations Manager is the Labor Relations operational leader responsible for translating corporate labor strategy into consistent execution across the Labor Relations team. The position leads day-to-day work allocation, technical guidance, case management, coaching, and quality control for Labor Relations Managers and Specialists. The role develops and executes labor relations strategies that promote positive union relationships, ensure compliance with the National Labor Relations Act (NLRA), Service Contract Act (SCA), and other applicable labor requirements, and protect the organization's operational and financial interests. It partners with senior V2X leadership, the Director of Labor Relations, HR Business Partners, Legal, Contracts, Finance, and Operations on negotiations, grievances, employee engagement, and support for V2X programs.

Requirements

Bachelor's degree in human resources, Labor Relations, Business Administration, or a related field.
At least 5 years of progressive HR or Labor Relations experience, including at least 5 years supporting collective bargaining and unionized workforces.
Demonstrated success leading CBA negotiations, grievance resolution, and contract administration.
Experience in government contracting, aerospace, or defense is required.
Strong working knowledge of the Service Contract Act, Davis-Bacon Act, and related labor compliance requirements.
Proven leadership skills.
U.S. citizenship.
Ability to work flexible hours, including discretionary hours outside the scheduled workweek as needed.
Ability to maintain strict confidentiality of sensitive information and company-proprietary data.
Deep understanding of labor law, collective bargaining, and grievance and arbitration processes.
Excellent negotiation, communication, and influencing skills across all levels of leadership.
Strong persuasive writing skills.
Strong analytical and financial acumen, including the ability to interpret and model labor economics.
Ability to manage multiple concurrent labor strategies and deadlines in a fast-paced, matrixed environment.
High degree of discretion, judgment, and professionalism when handling confidential or sensitive matters.
Advanced experience with Microsoft Office, primarily Excel, PowerPoint, and Word.
Ability to use project management skills to complete assigned strategic and tactical deliverables.
Experience using AI tools such as ChatGPT, Google Gemini, and Copilot.
Ability to moderate, mediate, and mitigate conflict professionally.
Ability to identify and develop meaningful labor relations metrics that establish service-delivery benchmarks.
Experience with Microsoft Office applications including Excel, PowerPoint, Word, Outlook, Teams, and SharePoint; HRIS platforms such as UKG Pro, Uti Pro, or Workday; and labor costing or contract modeling tools.

Responsibilities

Serve as the first level of escalation for Labor Relations Managers and Specialists.
Coach, train, and mentor Labor Relations Managers and Specialists to develop capability and improve consistency across business lines.
Lead the team's day-to-day activities and assign contracts, projects, cases, and special assignments according to workload, experience, complexity, and individual strengths.
Lead collective bargaining agreement negotiations and develop labor strategies aligned with program, customer, and business objectives.
Represent the company in grievance meetings, labor-management committees, and Board hearings as needed.
Collaborate with Finance, Benefits, and Pricing to develop and validate labor cost models, fringe and benefit assumptions, and economic proposals for negotiations and bids.
Partner with HR Business Partners and Operations leadership on labor disputes, risk mitigation, and employee relations concerns involving represented employees.
Work with Legal, Contracts, and HR Centers of Excellence to ensure labor strategies, practices, and communications are consistent, compliant, and aligned with enterprise goals.
Monitor labor trends, CBA renewals, and negotiation outcomes to identify risks and opportunities.
Maintain internal databases and operational business cadence reporting to support planning and cost analysis.
Drive tool adoption and usage across the team.
Advise program and functional leadership on contract interpretation, grievance handling, arbitration, and compliance with labor laws and regulations.