Director Labor Relations

ConAgra Foods•Omaha, NE

1d•Hybrid

About The Position

The Director, Labor Relations reports to the Vice President, Human Resources and serves as a strategic advisor to business and manufacturing leaders. This role develops and executes labor and employee relations strategies across manufacturing operations, advancing organizational performance and employee engagement while building productive relationships with represented employees, union leadership, plant leaders, and other stakeholders. As the enterprise labor relations expert, the Director leads collective bargaining strategy and serves as the primary representative in labor negotiations. The role partners with Operations, Human Resources, Finance, Legal, and Total Rewards to balance workforce, operational, financial, and cultural objectives. It uses data, relationships, and influence to strengthen leadership capability, support organizational transformation, and promote a positive employee experience in union and non-union environments. Travel may be up to 60%.

Requirements

Bachelor's degree in Human Resources, Labor Relations, Business Administration, or a related field.
At least 10 years of progressive Human Resources experience, including significant labor relations leadership in a manufacturing, industrial, or unionized environment.
Demonstrated success leading complex labor negotiations and developing labor relations strategies that support business performance.
Experience partnering with executive leaders to drive organizational and workforce outcomes.
Deep knowledge of labor and employment laws, including the National Labor Relations Act (NLRA), FMLA, WARN, Department of Labor regulations, and applicable state and local laws.
Extensive experience in collective bargaining, contract administration, grievance procedures, arbitration, workforce planning, and employee relations.
Strong financial acumen and ability to evaluate labor costs, productivity measures, workforce analytics, and business performance data.
Exceptional communication, influencing, negotiation, and relationship-building skills.
Ability to establish credibility and trust with labor representatives, employees, plant leaders, and executive stakeholders.
Proven ability to navigate ambiguity, change, and complex organizational challenges.
Strong strategic thinking, problem-solving, and decision-making capabilities.
Ability to drive outcomes through collaboration, influence, and partnership rather than authority alone.
Commitment to fostering an engaging, inclusive, and high-performance culture.

Responsibilities

Develop and execute an enterprise labor relations strategy aligned with manufacturing, operational, and financial objectives.
Advise executive leaders on labor, workforce, organizational, and employee relations matters.
Anticipate labor and workforce trends, risks, and market dynamics, and develop proactive strategies to strengthen organizational effectiveness and workforce stability.
Use workforce, operational, and financial data to identify opportunities, assess risk, and influence business decisions.
Lead collective bargaining strategy and serve as chief spokesperson during labor negotiations.
Direct negotiation preparation, costing, bargaining priorities, and implementation planning.
Oversee and provide strategic guidance on contract administration, grievance management, arbitration, and dispute resolution.
Partner with site leadership teams to ensure consistent application and interpretation of labor agreements.
Develop strategies to strengthen employee engagement, trust, inclusion, and retention across manufacturing sites.
Build collaborative relationships with union representatives, plant leadership, and employees to promote constructive labor-management partnerships.
Partner with HR Business Partners and Operations leaders to address complex employee relations issues and foster a respectful, high-performing workplace.
Lead initiatives that support positive employee relations and help maintain union-free environments where applicable through strong leadership practices, employee engagement, and workforce communication.
Develop labor relations capability across Human Resources and Operations, including leaders' skills in employee relations, conflict management, contract interpretation, and labor strategy.
Coach and influence senior leaders through complex organizational, workforce, and labor challenges.
Foster accountability, collaboration, and continuous improvement across manufacturing locations.
Collaborate with HR Centers of Excellence, Finance, Total Rewards, Legal, and Operations to develop integrated workforce solutions.
Support organizational redesign, workforce planning, acquisitions, divestitures, facility changes, automation, and operational transformation.
Ensure compliance with labor, employment, and regulatory requirements while balancing employee and business needs.