DIRECT HIRE - Director of Labor Relations

Confidential; Pasadena (CA); On-site; USD 80,000 - 120,000; Full time

Job summary

An established industry player is seeking a skilled Contract Bargaining Administrator to lead negotiations and manage labor relations. This pivotal role involves serving as the chief negotiator, collaborating with union representatives, and ensuring compliance with labor laws. The ideal candidate will have a strong background in labor relations, excellent communication skills, and the ability to analyze data to inform bargaining strategies. Join a dynamic team dedicated to fostering positive labor relations and navigating complex negotiations. If you are passionate about labor administration and want to make a significant impact, this opportunity is perfect for you.

Qualifications

• Experience in contract negotiation and labor relations is essential.
• Strong analytical and communication skills are required.

Responsibilities

• Serve as chief negotiator for contract bargaining and labor administration.
• Maintain labor activity portal and oversee grievance processes.

Skills

Contract Negotiation

Labor Relations Expertise

Strategic Planning

Data Analysis

Communication Skills

Education

Bachelor's Degree in Human Resources or related field

Master's Degree in Labor Relations

Tools

Labor Activity Tracking Software

Job description

Job Description

Contract Bargaining Administration — 45%

1. Serve as chief negotiator for the College, including new contracts, effects bargaining, Memorandum of Understanding (MOUs), successor agreements, side agreements, settlement agreements, and meet and confers.
2. Work directly with the union’s chief negotiator(s) for bargaining schedules and processes.
3. Collaborate with the union’s chief negotiator(s) to identify issues and possible responses associated with bargaining—both in advance of negotiations for strategic planning and during negotiations as new issues arise.
4. Meet with College administrators to define bargaining goals and principles, understand cultural impacts, and develop approaches and strategies for negotiations.
5. Hold listening sessions to collect, analyze, and assess data from various departments and operational units regarding current business practices and the cost impact of potential bargaining initiatives.
6. Use information gathered in sessions and data collection to draft proposals, receive and assess feedback, track revisions, and record tentative agreements.
7. Lead contract negotiation team members during scheduled meetings, from strategy formulation to table negotiations; consult with subject matter experts on bargaining topics to assess impacts.
8. Investigate all union claims of potential unfair labor practices or claims requiring effects bargaining or a meet and confer; gather relevant information, assess merits, and prepare responses with clear facts, applicable law, analysis, and recommendations.
9. Organize and document all steps of the bargaining process up to and including contract ratification or impasse protocols.

Labor Administration — 45%

1. Respond promptly to information requests related to bargaining, hearings, mediations, arbitrations, or other proceedings, assessing required information under law and contract; participate as needed.
2. Maintain a labor activity portal to track all labor activities.
3. Lead union-College administrator committee meetings to promote proactive and positive labor relations; prepare objectives and agendas.
4. Counsel and guide leadership, department heads, managers, and supervisors on sensitive union matters, leveraging expertise in labor relations.
5. Provide ongoing interpretation of the collective bargaining agreement, including conducting learning sessions for compliance and administration.
6. Coordinate with Marketing and Communications to communicate bargaining status and labor issues.
7. Establish and maintain professional, collaborative relationships with union representatives.
8. Oversee the grievance process to ensure compliance and facilitate solutions before escalation to mediation or arbitration.
9. Ensure compliance with federal and state labor laws, including NLRB and NLRA, consulting legal counsel as needed.
10. Provide bargaining updates to the Board of Trustees as requested.