Director of Labor Relations

American University•Washington, DC

3d•Hybrid

About The Position

Under the direction of the Senior Director, Employee & Labor Relations, this position manages and directs labor relations for each of the bargaining units for the university. Program activities include negotiation of collective bargaining agreements; contract administration and interpretation; guidance and coordination of related management activities with HR employee relations and Provost labor relations liaison. This position will be responsible for managing grievances pertaining to the collective bargaining agreement and resolving disciplinary matters. The Director of Labor Relations will serve as the first point of contact and advisor to academic and administrative departments on labor relations matters and provide guidance relating to the interpretation and application of the CBAs and University policies and procedures.

Requirements

Bachelor's degree in Business Administration, Human Resources or related field. Relevant experience may substitute for the degree requirement on a year-for-year basis.
A minimum of five to seven years of progressively responsible experience in labor relations, including work with both represented and non‑represented staff.
Experience must include administering collective bargaining agreements; leading grievance processing and disciplinary actions; conducting workplace investigations; and advising on performance management and conflict resolution.
Demonstrated success building and maintaining productive working relationships with managers, employees, labor representatives, and campus stakeholders, as well as facilitating effective communication and collaboration through labor‑management committees or similar forums.
Experience assessing complex workplace issues, applying policy and contract language, and recommending fair, consistent, and legally compliant solutions is essential.

Nice To Haves

Juris Doctor or equivalent.
Knowledge of Principles and practices of employee and labor relations, including collective bargaining, grievance and disciplinary procedures, workplace investigations, and employment laws.
Human Resources theories, practices, and techniques, particularly those related to performance management, conflict resolution, and organizational effectiveness.
Supervisory principles, including coaching, performance evaluation, and consistent application of policy and contract requirements.
Program development and administration, including planning, implementing, and evaluating ER/LR initiatives, policies, and procedures.
Skill in Applying collective bargaining agreements, employment laws, and University policies to address a wide range of labor relations matters.
Communicating effectively, including strong written and oral communication, active listening, presentation skills, group facilitation, influencing, and negotiation.
Utilizing ER processes that support performance management, including coaching, documentation, corrective action, and improvement planning.
Employing mediation, conflict‑resolution, and problem‑solving techniques to resolve workplace issues and foster productive working relationships.
Using HR technologies and computerized systems, including word processing, spreadsheets, and databases, to analyze data, prepare reports, and support case management.
Coordinating activities with internal departments and external agencies, ensuring alignment and timely follow‑through on LR matters.
Managing projects and time effectively, balancing multiple complex cases, negotiations, and initiatives.
Ability to Resolve employee and labor relations issues within the framework of existing collective bargaining agreements, University policies, and long‑term strategic goals for the workplace.
Work effectively with a diverse academic, cultural, and ethnic community, demonstrating cultural competence and inclusive problem‑solving.
Manage multiple complex projects and priorities simultaneously, while maintaining accuracy, judgment, and responsiveness.

Responsibilities

Administers and manages administration of all university labor contracts; provides guidance to managers and employees on the interpretation of labor contracts provisions to managers, employees and HR staff; oversees processes for review and resolution of employee grievances.
Advises managers and employees on sensitive labor and employee relations matters, including grievance and arbitration procedures, performance issues and disciplinary actions; advises and assists managers in identifying employee relations issues and determining appropriate course of action, including but not limited to evaluating potential disciplinary matters, counseling employees and developing performance improvement plans and investigating, developing, and preparing witnesses and documentation for grievances, arbitrations and other employee relations matters.
Serves as key member of the university’s team in contract negotiations and informal labor-management meetings with recognized employee unions; in coordination with the CHRO drafts and vets proposals, builds management consensus and negotiates resolutions.
Maintains current knowledge of employee and labor relations trends, legal decisions, and statutory changes; conducts research necessary to support contract negotiations.
Uses appropriate negotiation strategies to develop bargaining goals and negotiate contracts consistent with the university’s mission, values and goals.
Facilitates ongoing communication and productive working relationships with employee unions including coordination of joint labor‑management committees and collaborative discussions aimed at resolving workplace issues proactively and supporting a positive employee experience.
Provides information, advice and assistance to Human Resources department managers and staff regarding the application of statutes, regulations, contracts and employee relations practices relating to their functional areas.
Serves as a member of the HR leadership team, contributing LR perspective to University‑wide HR strategy and operations.
Develops, recommends, and implements policies and procedures related to employee and labor relations in consultation with the Senior Director, ensuring alignment with best practices and legal requirements.
Represents the University in labor relations proceedings, including arbitrations, NLRB hearings, and related forums involving workplace disputes, contract interpretation, or unfair labor practice allegations.
Participates in the development and delivery of management training programs that strengthen supervisors’ skills in employee relations, labor relations, performance management, conflict resolution, and consistent application of policy and contract obligations.
Performs other related duties as assigned.