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Employee Relations and Labor Director

Our client is searching for an innovative and strategic leader to fill the role of Director of Labor & Employee Relations and HR Strategic Partnerships. This position will be based in Pittsburgh, PA and will be responsible for overseeing labor management initiatives and employee relations in a unionized environment. The Director will lead a team of HR Business Partners (HRBPs) to ensure that HR strategies align with the overall business objectives, ultimately fostering an engaged and high-performing workforce. In addition, this individual will act as a trusted advisor to senior management, serving as the primary liaison between union leadership and company leadership. Ensuring compliance with labor laws, collective bargaining agreements (CBAs), and internal policies will be a key focus of this role.

The Chief Human Resources Officer will oversee this critical leadership position, which will play a vital role in driving workplace harmony, organizational effectiveness, and overall business success. The Director of Labor & Employee Relations and HR Strategic Partnerships will oversee both the Employee & Labor Relations team and HRBPs, managing a team of approximately six professionals.

Location: Hybrid | Downtown Pittsburgh, PA

Key Responsibilities

Labor Relations & Collective Bargaining

• Take charge of the negotiation, administration, and interpretation of collective bargaining agreements.
• Serve as the main point of contact for union leadership, encouraging open communication and effectively resolving labor-related matters.
• Develop and implement labor relations strategies that are in line with the needs of the workforce and the goals of the organization.
• Represent the company in labor-management meetings and arbitrations.
• Provide senior-level guidance on the grievance process, dispute resolution, and disciplinary actions.
• Ensure full compliance with the National Labor Relations Act (NLRA) and state-specific labor regulations.

Employee Relations & HR Business Partner Leadership

• Oversee the HRBP team to ensure that they are the primary point of contact for employee relations matters.
• Guide and support managers and employees in conflict resolution, performance management, and disciplinary processes.
• Collaborate with compliance teams to investigate and resolve employee concerns, ensuring fair and consistent outcomes.
• Develop and implement proactive employee relations policies to enhance workplace culture and engagement.
• Work with leadership to develop policies that promote a safe and equitable work environment for employees and contractors.

Strategic Advisory & Compliance

• Offer guidance to executive leadership on labor laws, compliance matters, and industry best practices.
• Ensure organizational adherence to EEO, ADA, FMLA, and other employment-related regulations.
• Collaborate with legal counsel to navigate compliance with the Fair Labor Standards Act (FLSA) and other critical labor laws.

Training & Development

• Design and deliver training programs, in partnership with HR and Learning teams, for managers and supervisors on labor relations, employee engagement, and communication strategies.
• Promote employee rights, company policies, and labor regulations through training workshops and internal communications.

Collaboration & Stakeholder Engagement

• Maintain strong relationships with union representatives, initiating regular discussions to proactively address workplace concerns.
• Promote open dialogue between management and union leadership, fostering collaboration and problem-solving.
• Align labor and employee relations initiatives with broader HR strategies, including workforce planning, recruitment, and retention efforts.

Compliance & Reporting

• Ensure compliance with collective bargaining agreements and internal policies.
• Maintain detailed records of labor disputes, grievances, and arbitration outcomes.
• Analyze labor relations trends and provide data-driven insights to senior leadership.

Leadership & Team Development

• Cultivate a culture of collaboration and continuous improvement across teams.
• Foster a work environment that values accountability, innovation, and inclusion.
• Provide coaching and mentoring to staff to enhance their leadership capabilities and technical expertise.
• Oversee department operations to ensure the achievement of performance milestones and strategic objectives.
• Represent the organization in industry groups, committees, and benchmarking initiatives.

Qualifications & Experience

✔️ Education: Bachelor’s degree in Human Resources, Labor Relations, Business Administration, or a related field required.
✔️ Experience:

• 15+ years of relevant HR and labor relations experience in a unionized environment.
• 10+ years of leadership experience, including managing HRBPs and Employee & Labor Relations teams.
• Demonstrated success in collective bargaining, dispute resolution, and grievance management.
• In-depth knowledge of HR Business Partner (HRBP) models and best practices.
• Experience in a highly regulated environment is preferred.
  ✔️ Certifications: Preferred certifications include SPHR and SHRM-SCP.
  ✔️ Advanced Degree: Preferred, but not required.

Skills & Competencies

✔️ Expertise in labor law, collective bargaining, and employee relations strategies.
✔️ Excellent negotiation, conflict resolution, and problem-solving skills.
✔️ Strong interpersonal and communication abilities, with the capacity to establish trust at all levels.
✔️ Proficient in leading cross-functional teams and aligning HR initiatives with business goals.
✔️ Analytical mindset to assess risks, interpret complex regulations, and implement compliance measures.
✔️ Proficiency in Microsoft Office Suite and HR data analytics tools.
✔️ Highly adaptable, detail-oriented, and able to manage multiple priorities effectively.

Why Join Our Client?

Our client values:
Safety First – Prioritizing a workplace culture where employees, teams, and communities remain safe.
Integrity & Ethics – Committing to transparency, trust, and ethical business practices.
Collaboration & Reliability – Acting as a dependable partner within the workforce and community.
Equity & Inclusion – Ensuring fair access to opportunities, resources, and career growth.
Community Engagement – Supporting and contributing to the local communities where employees live and work.

Scope & Decision Impact

• Directs HR strategy and execution within a critical business function.
• Serves as a key member of the leadership team, representing the organization in external stakeholder discussions.
• Drives company-wide transformation through labor and employee relations strategies.
• Develops comprehensive, high-impact solutions that shape HR policies and company culture.

Hybrid Work Arrangement

This role follows a hybrid model, requiring at least two days per week in the downtown Pittsburgh office with flexibility for remote work. Occasional travel within the region may be required to support operational needs.

Interested in making an impact? Let’s connect!