Labor Relations Director GA

American Addiction Centers•Oak Brook, IL

4d•Hybrid

About The Position

The Labor Relations Director will maintain a strong, visible presence across assigned hospitals and facilities through site visits, listening sessions, and leader engagements to assess the labor relations climate, build trust, and identify emerging risks. This role involves conducting structured labor relations and engagement risk assessments, partnering with PCBPs and operations leaders to develop and monitor site-level action plans aligned with the enterprise labor strategy. The Director will serve as a trusted advisor to hospital and operations leadership, influencing decision-making by providing expert consultation on the teammate impact of business initiatives, organizational changes, and risk factors. Key responsibilities include implementing enterprise labor risk prevention strategies locally, identifying early signs of cultural breakdowns or organizing activity, and escalating risks to the Labor Relations Lead while supporting coordinated response efforts. The role also involves delivering labor relations and positive employee relations training to hospital leaders, supervisors, and managers to build competence in conflict resolution, communication, and compliance. Collaboration with P&C and Operations partners is essential to ensure consistent application of labor relations practices, policies, and employment law. The Director will advise site leaders on labor-sensitive operational and organizational changes, ensuring alignment with enterprise guidance and thoughtful execution. Additionally, the role requires tracking site-level trends related to engagement, grievances, turnover, and labor risk indicators, and providing actionable insights to the Labor Operations Lead. The Director will administer collective bargaining agreements, manage day-to-day union relationships, and ensure all labor relations practices adhere to the organization’s Code of Ethical Conduct, federal/state regulations, and internal policies.

Requirements

Bachelor’s Degree or equivalent experience.
7+ years of experience in human resources, employee relations, or labor relations.
At least 5+ years’ experience specifically in labor and positive teammate relations.
A solid understanding of labor relations, employee relations, and human resources practices.
Familiarity with federal and state labor laws and regulations.
Knowledge of conflict resolution and negotiation techniques.
Strong analytical and problem-solving skills to assess labor relations risks and develop action plans.
Excellent communication and interpersonal skills to effectively interact with hospital leadership, HRBPs, and teammates; ability to build trust quickly in the field.
Proficiency in delivering training and development programs to build leadership capabilities.
Ability to influence decision-making and provide expert consultation on labor relations matters.
Capability to conduct site visits and assessments to identify engagement and labor relations risks.
Ability to implement proactive strategies to reduce organizing vulnerability and support a positive workplace culture.
Competence in tracking and analyzing site-level trends to identify areas of concern and escalate risks appropriately.
Strong ethical conduct and compliance with organizational policies and regulations.

Nice To Haves

Experience in healthcare or similarly complex, regulated industries strongly preferred.
Demonstrated experience in leading labor campaigns.

Responsibilities

Maintain a strong, visible presence across assigned hospitals and facilities through site visits, listening sessions, and leader engagements to assess labor relations climate, build trust, and identify emerging risks.
Conduct structured labor relations and engagement risk assessments and partner with PCBPs and operations leaders to develop, execute, and monitor site-level action plans aligned to enterprise labor strategy.
Influence decision-making of hospital Presidents and leadership teams by providing expert consultation on the teammate impact of business initiatives, organizational changes, and risk factors.
Implement enterprise labor risk prevention strategies locally, identify early signs of cultural breakdowns or organizing activity, and escalate risks to the Labor Relations Lead while supporting coordinated response efforts.
Deliver labor relations and positive employee relations training to hospital leaders, supervisors, and managers to build competence in conflict resolution, communication, and compliance.
Work closely with PCBPs, Operations, Compliance, and Legal partners to ensure consistent application of labor relations practices, policies, and employment law at the site level.
Advise site leaders on labor-sensitive operational and organizational changes, ensuring alignment with enterprise guidance and thoughtful execution that protects trust, engagement, and compliance.
Track site-level trends related to engagement, grievances, turnover, and labor risk indicators; provide actionable insights and feedback to the Labor Operations Lead to inform enterprise strategy refinement.
Administer collective bargaining agreements to ensure consistent interpretation and compliance and manage day-to-day union relationships while escalating complex labor matters in alignment with enterprise labor strategy.
Ensure all labor relations practices adhere to the organization’s Code of Ethical Conduct, federal/state regulations, and internal policies.

Benefits

Comprehensive suite of Total Rewards
Well-being programs
Competitive compensation
Generous retirement offerings
Programs that invest in your career development
Paid Time Off programs
Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability
Flexible Spending Accounts for eligible health care and dependent care expenses
Family benefits such as adoption assistance and paid parental leave
Defined contribution retirement plans with employer match and other financial wellness programs
Educational Assistance Program