Lead Partner-Compensation & Labor Relations

TDS Telecom•, Remote Location

6d•$75,300 - $122,300•Remote

About The Position

At TDS Telecom, connecting people is at the heart of everything we do. We are forward thinkers who leverage cutting-edge fiber Internet technology to strengthen communities. We are dedicated to excellence, which drives us to succeed together, creating a better world through meaningful connections. Ready to make an impact? As the Lead Partner – Compensation & Labor Relations, you will serve as a trusted strategic adviser to senior leaders and HR partners, helping shape compensation and labor strategies that align with organizational goals, support market competitiveness, and meet regulatory requirements. You bring both analytical depth and consultative insight, guiding business areas through data-driven compensation decisions. In this role, you will act as both a compensation analyst and consultant for your assigned departments, providing expert guidance and tailored solutions. You collaborate closely with Legal and senior leadership to manage collective bargaining agreements and play a key role in supporting labor negotiations. Through these partnerships, you help navigate complex labor matters and promote fair, consistent, and compliant practices across the organization. You should be comfortable working across teams and influencing stakeholders at all levels. This is a remote role, however, it can include up to 10% travel to support labor relations activities. This position has the ability to work remotely in any of the 40+ States in which TDS Telecom operates.

Requirements

Bachelors degree (or higher) -OR- 4+ years professional work experience.
4+ years of experience in Human Resources or Labor Relations.
2+ years of experience in compensation.

Nice To Haves

Experience with collective bargaining, contract negotiation, and CBA administration.
Certified Compensation Professional (CCP) preferred (or actively pursuing).
Advanced analytics and compensation modeling experience.
Knowledge of compensation and/or payroll laws and regulations.
Demonstrated experience leading projects to completion.
Ability to function in a consultative capacity with associates at all levels of the organization.
Proven organizational and time management skills.
Superior attention to detail.

Responsibilities

Serve as a strategic compensation advisor for business leaders and HR partners.
Provide leadership on cross-functional initiatives with compensation or labor implications.
Consult on job design, job evaluation, pay decisions, pay equity, and market competitiveness.
Collaborate with HR partners to align processes and improve outcomes.
Develop and deliver compensation education to enhance transparency and leader capability.
Support the Labor Relations function, working closely with legal and department leadership.
Manage and administer collective bargaining agreements (CBAs), ensuring consistent interpretation and compliance.
Serve as the SME for union-related compensation and pay practices.
Lead and support negotiations for new and renewal labor agreements, including strategy development, costing, and proposal evaluation.
Partner with business leaders to assess labor and cost impacts of compensation programs and organizational decisions.
Ensure compliance with all labor laws, agreements, and regulatory requirements.
Support issue resolution related to grievances, contract interpretation, and labor-related compensation matters.
Provide training for management and staff on labor relations, conflict resolution, and compliance issues.
Lead the implementation and administration of enterprise compensation, rewards, and recognition programs.
Partner with senior leadership, HR, and Finance to align compensation strategies with business objectives and financial plans.
Conduct advanced analytics and modeling to evaluate program effectiveness and inform decision-making.
Monitor external market trends, economic conditions, and regulatory developments to inform program enhancements.
Oversee audits and compliance with SOX (Sarbanes-Oxley) controls and internal policies.
Ensure compliance with all applicable compensation and labor laws, regulations, and reporting requirements.
Maintain documentation of compensation and labor-related processes and controls.