Manager Human Resources & Labor Relations

Alliant Energy•Madison, WI

About The Position

The Manager, HR & Labor Relations serves as a strategic HR leader, principal labor relations expert, and trusted advisor to business leaders, employees, and executive leadership. This role provides leadership to a team of HR Business Partners while also supporting assigned client groups through the delivery of strategic human resources consultation and workforce solutions. The position is responsible for leading labor relations strategy delivery and collective bargaining negotiations, grievance administration, contract interpretation, arbitration preparation, labor-management relations, and represented workforce initiatives. In addition, the role partners with leaders on organizational effectiveness, talent strategy, workforce planning, employee relations, and business initiatives that support organizational objectives.

Requirements

Bachelor's degree in Human Resources, Labor Relations, Industrial Relations, Business Administration, or a related field.
10+ years of progressive labor relations experience in a unionized environment.
Demonstrated experience serving as a chief spokesperson, lead negotiator, second-chair negotiator, or key bargaining team member in collective bargaining negotiations.
Significant experience advising business leaders and organizations on collective bargaining agreement interpretation, grievance administration, arbitration strategy, labor-management relations, and represented employee matters.
Demonstrated expertise managing complex labor disputes, arbitration preparation, contract interpretation, labor strategy development, and workforce risk assessment.
Strong working knowledge of labor law, collective bargaining principles, contract administration, labor-management dynamics, and represented employee relations practices.
Demonstrated ability to influence senior leaders, HR professionals, business partners, and union representatives through expertise, credibility, and sound judgment.
Strong strategic thinking, negotiation, conflict resolution, communication, and relationship management skills.
Experience using workforce, labor, and business data to support decision-making, bargaining strategy, and organizational outcomes.

Nice To Haves

Juris Doctor (J.D.) degree or other advanced degree in Human Resources, Labor Relations, Business Administration, or related field.
Experience supporting multiple bargaining units, labor agreements, unions, or represented workgroups.
Experience in the utility, energy, manufacturing, transportation, or other complex operational environments.
Experience developing labor strategy, negotiations playbooks, labor readiness plans, labor relations training, or contract administration standards.

Responsibilities

Serves as a strategic advisor to business leaders, HR leadership, and executive stakeholders, providing guidance and recommendations on complex workforce, organizational, employee, and labor relations matters requiring significant discretion, judgment, and business acumen.
Leads, develops, coaches, and provides direction to a team of HR Business Partners, fostering strong business partnership capabilities and ensuring consistent, high-quality support across represented and non-represented work environments.
Serves as the organization's principal labor relations resource, providing enterprise-wide expertise in collective bargaining agreement negotiations, labor strategy, contract administration, grievance management, arbitration preparation, and represented workforce matters.
Partners with business leaders to develop and execute workforce strategies that support operational objectives, organizational effectiveness, talent needs, workforce planning, employee engagement, and business performance.
Leads or serves as lead spokesperson, lead negotiator, second-chair negotiator, or key bargaining team member during collective bargaining negotiations, providing strategic recommendations regarding bargaining objectives, proposals, costing analyses, and workforce impacts.
Provides consultation and coaching to leaders and HR professionals on complex employee relations, labor relations, performance management, workplace conduct, investigations, conflict resolution, and workforce challenges, exercising independent judgment in evaluating risk and determining appropriate resolutions.
Leads strategy, preparation, and resolution of grievances, arbitrations, mediations, labor disputes, and other sensitive employment matters, including risk assessment, case evaluation, documentation review, and stakeholder consultation.
Collaborates with HR Centers of Excellence, Legal, Compensation, Benefits, Finance, Talent Acquisition, and business leaders to deliver integrated workforce solutions and address organizational priorities.
Assesses workforce, labor, organizational, and business risks; analyzes workforce trends and data; and develops recommendations that balance business objectives, employee experience, contractual obligations, and organizational priorities.
Develops and maintains productive relationships with union representatives, business leaders, and employees while promoting constructive labor-management relations and collaborative problem-solving.
Leads and contributes to strategic workforce, labor relations, organizational effectiveness, and change initiatives, ensuring alignment with labor agreements, company policies, employment requirements, and business objectives.
Develops labor relations and workforce management tools, training, guidance, and best practices while serving as a mentor and resource to leaders, HR Business Partners, and other HR professionals across the organization.