US Labor Relations Lead

TC Energy•Houston, TX

About The Position

As the Labor Relations Lead within HR Business Partnering, you will oversee labor relations across TC Energy’s US operations, collaborating with business leadership, union representatives, Legal, and HR to design and implement labor strategies, advise on agreements, and provide internal guidance. This role manages labor negotiations, serves as company spokesperson, interprets collective bargaining agreements, and handles grievance investigations, partnering with Legal and business leadership to ensure compliance and mitigate risks to the business. Your approach centers on communication and problem-solving to maintain positive employee and union relations to build a trustful business relationship between company and union as well as drive ongoing improvement.

Requirements

10+ years of experience in Labor Relations function and Human Resources
Bachelor’s degree in Human Resources Management, Industrial Relations or other relevant discipline
Labor Relations leadership experience, including experience in a labor contract negotiations
Strong knowledge of human resources functions including employee relations, employee and management coaching, and mediation
Demonstrated experience in exhibiting strong negotiation skills
Strong interpersonal skills with ability to proactively and effectively foster good working relationships, handle high-stress or politically sensitive issues
Strong written and verbal communication skills
Strong reasoning skills, including the ability to interpret and apply policies in a logical, consistent, and legally supported manner
Demonstrated ability to be an effective listener and observer possessing the ability to translate data/knowledge into appropriate action
Demonstrated project management skills. Includes identifying needs based on business objectives, formulating a plan of action and effective execution of the plan
High degree of professionalism; takes an unbiased approach when handling highly sensitive and confidential issues
Competent user of computer technology with emphasis on Workday, SAP, Share Point, Microsoft Office desktop tools, research tools and electronic communications such as Outlook, Teams, etc.
Ability to travel on an as needed basis to company locations outside of Houston, TX.

Nice To Haves

Master’s degree in Human Resources Management or Industrial Relations
SPHR or SHRM-SCP certification

Responsibilities

As lead negotiator, lead the company’s labor negotiations and implement bargaining strategies aligned with business objectives, ensuring consistent execution with leadership.
Manage all collective bargaining agreements for TC Energy, serve as lead negotiator and spokesperson and advise leaders to support business goals.
Interpret, apply, and administer collective bargaining agreements and relevant HR policies and practices.
Develop and maintain consistent interpretations and application of labor relations policies and strategies.
Serve as a subject‑matter expert on U.S. federal and state labor and employment laws.
Advise and coach leaders and HR teams on emerging labor and employee relations trends impacting the organization.
Develop and implement labor relations initiatives that strengthen union relationships and oversee related programs and policies.
Lead the full Company/Union negotiations process, including strategy development and delivery.
Investigate grievances and represent the company in grievance hearings, effectively communicating company positions.
Partner with Legal to represent the company in arbitration proceedings and prepare responses to NLRB and ULP charges.
Sustain a relationship‑based labor relations philosophy centered on communication, problem solving, and consensus building while protecting company interests.
Formulate and execute labor relations strategies and tactics, including union avoidance and petition response strategies.
Partner with Legal to ensure compliance with labor laws, organizing activity, election campaigns, and NLRB matters.
Review and respond to union information requests or assign responses to HR Business Partners.
Maintain current knowledge of court decisions, rulings, and regulatory changes affecting employment practices.
Continually assess organizational labor‑relations risks and deliver ongoing training to support positive employee relations and continuous improvement