Employee & Labor Relations Manager

Berkeley Lab•Berkeley, CA

2d•$220,000 - $250,000•Hybrid

About The Position

Lawrence Berkeley National Laboratory is hiring a Employee & Labor Relations Manager within the Human Resources division. This HR leadership role oversees the Laboratory’s Employee & Labor Relations (ELR) function, including related employee programs such as Conflict and Alternative Dispute Resolution. Serving as the Laboratory’s subject matter expert in employee and labor relations, the position advises the Chief Human Resources Officer (CHRO) and senior management on strategic direction, policies, programs, and services. The incumbent is responsible for preparing and responding to labor relations matters and is recognized as an expert in all aspects of Employee and Labor Relations, UC and DOE policies and procedures, and applicable state and federal labor and employment laws. The role serves as the Laboratory’s chief spokesperson on labor relations issues, including contract negotiations and arbitration. Additionally, this position selects and manages a professional staff and builds and maintains effective partnerships with the University of California Office of the President (UCOP) and the Department of Energy (DOE) on employee and labor relations and related policies and procedures. You will: Act as a collaborative partner with the CHRO to advise on strategy. May provide advice and counsel to senior Laboratory management in the development and presentation of the Laboratory’s positions and proposals in contract negotiations. Serve as the primary liaison with the UC Office of the President’s Labor team and as chief spokesperson in local collective bargaining with all unions and in labor and employment arbitration proceedings. Provide expert guidance and oversight on policies, programs, strategies, and organizational changes that have implications for employee relations, ensuring proactive involvement to maintain company trust and culture. Oversee and define the Laboratory’s approach to managing and addressing Employee Relations escalations and concerns. Ensures that all collective bargaining agreements and Laboratory policy (Regulations and Procedures Manual - RPM) are administered effectively, emphasizing the protection of management prerogatives while fostering collaborative labor-management relationships. Represent the Laboratory in external proceedings involving agencies such as PERB, EEOC/DFEH, and EDD, providing research and analysis regarding issues under HEERA, ADA, FMLA, NLRB, FEHA, and CFRA. Leads and manages the ELR professional staff, focusing on developing advanced skills in conflict resolution, mediation, facilitation and crisis support. Lead HR investigations, disciplinary reviews, and the Crisis Action Team (CAT) to ensure due process and rapid resolution of workplace threats or misconduct. Ensure the ELR team provides effective advice and counsel to Laboratory management and HR field teams regarding management decisions encompassing employee job performance, development, and misconduct. Lead the development of tools and resources (standard operating procedures, guidelines, training and education materials. templates, etc) to ensure the highest level of quality, consistency and accessibility of ELR’s service portfolio. Develop data-driven Employee Relations strategies by using metrics and trend analysis to evaluate programs, measure effectiveness, and inform recommendations, leveraging technology and innovation while adhering to responsible data use. Ensure coordination of activities with other HR functions and serves as a trusted advisor to HRBPs and HR leadership to prevent, diagnose, and address work environment issues.

Requirements

A Bachelor’s Degree in business, human resources, industrial relations, or a related field, or equivalent experience.
A minimum of 10 years of Employee and Labor Relations experience, with 3 or more years in a management role leading professional employees.
Extensive and demonstrated experience in all facets of labor and employee relations, including: Arbitration advocacy, mediation, and facilitation/conflict resolution. Drafting of settlement agreements, letters of understanding, and arbitration post-hearing briefs. Developing and setting strategies, negotiating and bargaining and managing complex labor disputes as they arise.
Advanced understanding of US employment and human resources related laws, regulations, policies, principles, concepts, and practices, including ADA, FMLA, and FEHA, at both the California state and federal level.
Experience conducting investigations and knowledge of investigatory processes/best practices.
Experience in a large and organizationally complex and/or highly unionized environment.
Proven experience leading, coaching, and developing a high-performing team.
Experience thriving in a continually evolving environment and the ability to adjust effectively in changing priorities and work processes.
Ability to balance both proactive and reactive strategies, effectively juggling long-term strategic development with the immediate needs of the organization.
Expertise in building and nurturing strategic relationships to influence stakeholders at all levels, drive collaborative decision-making, and lead organizational change.
Comfortable with leveraging technology tools (e.g. AI, google suite, zoom) to develop templates, streamline processes, and provide training and educational support.
Ability to use data to shape strategy to track trends, proactively recommend interventions, and identify opportunities to prevent issues before they escalate.
Excellent analytical and legal reasoning skills, with a proven ability to negotiate complex situations and communicate findings to drive positive business outcomes.
A strategic thinker, inspiring leader, effective manager and team player.
Demonstrated credibility, integrity and trust.
Demonstrated success at implementing and continuously improving labor relations over an extended period.
The ability to balance both proactive and reactive strategies and effectively toggle between developing and leading an overarching strategy for the future while not losing sight of current needs.
A track record of leveraging Employee Relations strategies to maintain company trust and drive positive organizational change.
General knowledge of human resource management theories and practices across multiple functional areas, including compensation, diversity, and leadership development, to ensure ELR activities are coordinated with the broader HR strategy.
Proven ability to integrate Employee and Labor Relations strategies within a broader Human Resources framework, ensuring that labor decisions support overall organizational health, employee engagement, and a high-performance culture.

Nice To Haves

Prior UC, DOE or national laboratory experience.
Experience as Chief Negotiator in collective bargaining.
Experience creating and implementing templates, tools, training and education.
Juris Doctorate or Master’s Degree in human resources, industrial relations, or a related field.
Experience in labor law through prior legal practice or specialized labor relations negotiations.
Prior HR Business Partner experience.
General knowledge of human resource management theories, principles and practices encompassing HR functional areas, such as compensation/benefits, training and organizational development, workplace diversity, staffing/recruitment and leadership/management development.
General knowledge of LBNL/UC/DOE policies and procedures.

Responsibilities

Act as a collaborative partner with the CHRO to advise on strategy.
May provide advice and counsel to senior Laboratory management in the development and presentation of the Laboratory’s positions and proposals in contract negotiations.
Serve as the primary liaison with the UC Office of the President’s Labor team and as chief spokesperson in local collective bargaining with all unions and in labor and employment arbitration proceedings.
Provide expert guidance and oversight on policies, programs, strategies, and organizational changes that have implications for employee relations, ensuring proactive involvement to maintain company trust and culture.
Oversee and define the Laboratory’s approach to managing and addressing Employee Relations escalations and concerns.
Ensures that all collective bargaining agreements and Laboratory policy (Regulations and Procedures Manual - RPM) are administered effectively, emphasizing the protection of management prerogatives while fostering collaborative labor-management relationships.
Represent the Laboratory in external proceedings involving agencies such as PERB, EEOC/DFEH, and EDD, providing research and analysis regarding issues under HEERA, ADA, FMLA, NLRB, FEHA, and CFRA.
Leads and manages the ELR professional staff, focusing on developing advanced skills in conflict resolution, mediation, facilitation and crisis support.
Lead HR investigations, disciplinary reviews, and the Crisis Action Team (CAT) to ensure due process and rapid resolution of workplace threats or misconduct.
Ensure the ELR team provides effective advice and counsel to Laboratory management and HR field teams regarding management decisions encompassing employee job performance, development, and misconduct.
Lead the development of tools and resources (standard operating procedures, guidelines, training and education materials. templates, etc) to ensure the highest level of quality, consistency and accessibility of ELR’s service portfolio.
Develop data-driven Employee Relations strategies by using metrics and trend analysis to evaluate programs, measure effectiveness, and inform recommendations, leveraging technology and innovation while adhering to responsible data use.
Ensure coordination of activities with other HR functions and serves as a trusted advisor to HRBPs and HR leadership to prevent, diagnose, and address work environment issues.