Labor Relations Manager

Chugach Government Solutions•Huntsville, AL

6d•Onsite

About The Position

The Labor Relations Manager is CGS’s enterprise operational lead and subject matter resource for labor-management relations. Reporting to the Vice President of Human Resources, the role leads the day-to-day execution, coordination, and governance of labor relations activities across CGS programs and represented employee groups. The position partners closely with Operations, site Human Resources, Payroll, Benefits, union representatives, and Legal Counsel to administer collective bargaining agreements (CBAs), resolve labor disputes, support bargaining, and identify labor risk before it affects employees, customers, or business continuity. HR leadership and Legal Counsel establish overall labor strategy and approve material bargaining positions, economic commitments, precedent-setting contract interpretations, and significant settlements; the Labor Relations Manager translates that direction into consistent execution across the organization. The role also supports labor-related due diligence and workforce transitions associated with new business, contract changes, and program mobilization or demobilization.

Requirements

Bachelor’s degree in Human Resources, Labor Relations, Business Administration, or a related field; an equivalent combination of education and directly relevant experience may be considered.
Seven (7)+ years of progressive Human Resources, employee relations, or labor relations experience, including at least five (5) years of substantive, hands-on labor relations experience in a unionized environment.
Demonstrated experience with collective bargaining, CBA administration and interpretation, grievance management, arbitration preparation, labor investigations, and advising leaders on complex represented-workforce matters.
Working knowledge of labor requirements applicable to represented employees in federal contracting environments, including Service Contract Labor Standards, wage determinations, and successor-contractor labor obligations.
Demonstrated ability to independently manage multiple labor matters, contractual deadlines, and stakeholder relationships across geographically dispersed operations.
Strong working knowledge of the NLRA, collective bargaining principles, grievance and arbitration processes, and labor-management practices.
Strong written, verbal, negotiation, conflict-resolution, and executive communication skills, with the ability to develop clear recommendations from complex facts and contract language.
Experience handling highly sensitive and confidential matters with sound judgment, disciplined documentation, and appropriate escalation.
Proficiency with Microsoft Office, HRIS platforms, databases, and reporting tools used to organize and analyze labor-relations information.
This position involves access to export-controlled technology and requires U.S. Person status or government authorization.

Nice To Haves

Experience supporting labor relations in a federal government contracting environment.
Experience supporting multiple unions, bargaining units, and CBAs across multiple states, sites, or business programs.
Substantive participation in contract negotiations, mediation, arbitration, NLRB representation matters, or unfair labor practice proceedings.
Experience in aerospace and defense, manufacturing, industrial operations, construction, facilities services, or other operationally intensive environments.
Professional certification such as SPHR, SHRM-SCP, or a relevant labor-relations credential.
Advanced ability to interpret collective bargaining agreements, reconcile contract language with past practice and policy, and explain practical management options and risk.
Strong negotiation, conflict-resolution, fact-finding and labor-dispute resolution skills.
Ability to evaluate, operational, financial, employee-relations, precedent and , and legal/compliance implications of labor decisions.
Ability to influence and communicate effectively with executives, operations leaders, HR professionals, employees, union representatives, Legal Counsel, and external advisors.
Strong analytical, organizational, project-management, records-management, and follow-through skills; including management of competing priorities and contractual deadlines in a fast-paced environment.
Sound judgment in complex or high-pressure situations, including the ability to balance constructive labor-management relationships with preservation of management rights and recognize matters requiring executive or legal escalation.

Responsibilities

Lead the execution of CGS labor relations strategy and recommend proactive approaches that strengthen labor-management relationships, workforce stability, and business continuity.
Serve as the primary day-to-day liaison among CGS leadership, program management, Human Resources, union representatives, and Legal Counsel on represented-workforce matters.
Advise leaders on CBA interpretation, management rights, past practice, grievance handling, discipline, performance management, workforce changes, and other labor implications of business decisions.
Establish enterprise labor-relations standards, tools, calendars, escalation protocols, and consistent practices while recognizing site-specific CBA obligations and established past practices.
Support labor-related due diligence for new business, proposals, acquisitions, contract transitions, and mobilization/demobilization.
Lead or serve as a principal member of CGS bargaining teams, as assigned and in coordination with HR leadership and Legal Counsel, including bargaining preparation, proposal development, data analysis, costing, table strategy, documentation, and implementation of negotiated commitments.
Maintain centralized oversight of CGS CBAs, including bargaining units, union/local information, contract terms, expiration and reopener dates, wage and benefit provisions, side letters, memoranda of understanding, notice requirements, and other continuing labor commitments.
Lead day-to-day CBA administration and interpretation, research contract history and past practice, and provide clear guidance to HR and Operations on contractual obligations and available management options.
Partner with Payroll, Benefits, HRIS, Finance, and Operations to ensure negotiated wages, premiums, benefits, leave provisions, schedules, seniority rules, and other employment terms are accurately implemented and administered.
Monitor contract milestones and bargaining obligations sufficiently in advance to support timely planning, leadership alignment, costing, and negotiation readiness.
Manage the grievance process from intake through resolution, including issue assessment, investigation, documentation, contractual timelines, management preparation, grievance meetings, resolution recommendations, and follow-through on settlements or other commitments.
Represent CGS in grievance hearings, mediations, arbitrations, and other labor proceedings as assigned; coordinate case strategy and external counsel support with HR leadership and Legal Counsel when appropriate.
Maintain centralized tracking of grievances, information requests, arbitrations, unfair labor practice matters, settlements, and other labor disputes, including deadlines, owners, status, outcomes, and precedent considerations.
Support compliance with the National Labor Relations Act (NLRA), applicable federal and state labor requirements, collective bargaining obligations, and company policy in coordination with HR leadership and Legal Counsel.
Support responses to representation matters, organizing activity, unfair labor practice charges, agency inquiries, and related labor proceedings as assigned and with appropriate legal oversight.
Assess labor implications associated with reorganizations, reductions in force, transfers of work, schedule changes, subcontracting, program start-up or closeout, and other operational changes, including notice and bargaining obligations.
Handle sensitive and confidential labor matters with sound judgment and promptly escalate material compliance, litigation, customer, financial, reputational, or employee-relations risk.
Develop and maintain labor relations procedures, playbooks, training materials, and manager guidance that support effective contract administration and defensible, consistent practices.
Maintain complete and organized labor relations records, including CBAs, bargaining notes, proposals, cost models, grievance files, settlement agreements, side letters, historical interpretations, and relevant correspondence.
Track and analyze labor metrics such as grievance volume and aging, arbitration activity, discipline trends, contract expirations, information requests, settlement patterns, and recurring contract issues to identify risk and improvement opportunities.
Support labor-related due diligence for new business, acquisitions, contract transitions, and mobilization/demobilization activities by identifying represented-workforce obligations, inherited practices, bargaining requirements, and implementation risks.
Partner with Finance and business leaders, as needed, to evaluate labor-cost implications of bargaining proposals, settlements, and workforce changes.
Develop and deliver practical training for leaders and HR partners on CBA interpretation, grievance administration, documentation, labor-law fundamentals, supervisor conduct, and effective communication in a unionized environment.
Coach managers and HR partners on consistent, contract-compliant application of policies, performance expectations, attendance standards, corrective action, and documentation.
Build constructive working relationships with union representatives and employees while preserving CGS management rights, contractual positions, and business objectives.
Promote early issue identification and resolution through regular engagement with program leadership, HR partners, and union representatives.