Employee & Labor Relations Manager

The George Washington University; Washington (District of Columbia); Hybrid; USD 83,000 - 137,000; Full time

Job summary

The George Washington University is seeking an Employee & Labor Relations Manager to guide labor relations, advise HR business partners, and oversee grievance and arbitration processes at the Foggy Bottom campus in Washington, DC. You will interact with unions, manage collective bargaining matters, and ensure compliant handling of employment issues.

Qualified candidates have a strong background in NLRA, NLRB, and employment law, with demonstrated mediation and negotiation skills, and the ability

Qualifications

• Bachelor’s degree in a relevant area plus 5 years of professional experience, or a Master’s degree or higher plus 3 years of experience.
• Degree must be conferred by start date; may be substituted with an equivalent combination of education, training and experience.
• Extensive knowledge regarding the National Labor Relations Act, the National Labor Relations Board, and state and federal employment laws preferred.
• ERISA requirements knowledge preferred.
• Demonstrated mediation and dispute resolution experience preferred.
• Demonstrated ability to develop and maintain collaborative working relationships in a consulting environment; excellent coaching in employee and labor relations.
• Ability to work independently with minimal supervision in a team-based environment.
• Demonstrated experience managing collective bargaining agreements.
• Strong interpersonal, verbal, and written communication skills; excellent presentation skills.
• Ability to handle confidential and sensitive matters.
• Willingness to work evenings and weekends during contract negotiations or to engage with second/third shift employees as necessary.

Responsibilities

• Serves as SME and advises HR on all facets of labor relations for the university, including CBAs interpretation.
• Grievance Administration – manages grievance process and participates in appropriate review steps.
• Employee Relations – provides SME guidance on performance counseling and policy interpretation.
• Collective Bargaining – participates in negotiations with unions; analyzes proposals and prepares counter-proposals.
• Arbitration – assists Legal Counsel in arbitration and third-party proceedings.
• Third-Party Proceedings – investigates charges; interviews involved parties; assists counsel.
• Monitors regulatory changes and recommends policy/process updates.
• Training and facilitation – develops and presents training programs in employee and labor relations.

Skills

Labor relations

NLRB knowledge

ERISA knowledge

Mediation experience

Collaborative relationships

Coaching skills

Independent work

CBAs management

Communication skills

Presentation skills

Confidentiality

Evenings/weekends availability

Education

Bachelor's degree

Master's degree

Job description

Job Description Summary:

We pride ourselves on being a champion to GW’s commitment to fair treatment of all members of its community and the main source of education to the university community on how to further our success and understanding of the value of a diverse workforce in our global environment.

Posting Details

I. Job Overview

Job Description Summary:

We pride ourselves on being a champion to GW’s commitment to fair treatment of all members of its community and the main source of education to the university community on how to further our success and understanding of the value of a diverse workforce in our global environment.

The Equal Employment Opportunity and Access office ( EEOA ) provides consultative services to assist staff with situations that involve allegations of unfair treatment, discrimination and affirmative action, as well as disability and religious accommodations.

The Employee & Labor Relations Manager provides overall guidance to stakeholders in departments/divisions with union employees regarding all aspects of the employee and labor relations spectrum; from formal training to grievance handling to specific guidance regarding corrective actions.

Job duties include:

• Serves as Subject Matter Expert ( SME ) and advises HR Business Partners on all facets of labor relations for the university, including interpretation of Collective Bargaining Agreements ( CBA )
• Grievance Administration – Manages, tracks and monitors the grievance process and serves as the HR representative in the appropriate review step during the process.Labor-Management Meetings – conducts regularly scheduled meetings with Human Resources, Management, and Union representation in accordance with CBAs.
• Employee Relations – Provides SME guidance to HR Business Partners regarding performance counseling and corrective action and interpretation of university policies. Facilitates sound and consistent employee and labor relations decisions.
• Collective Bargaining – Participates in negotiations with unions. Identifies and researches potential issues which may arise during negotiations. Analyzes proposals for the feasibility of acceptance. Prepares viable counter-proposals as necessary. Consults with other sections within Human Resources to determine the impact proposed contract terms may have on the University. Consults with Department leaders to ascertain their priorities and the feasibility of their acceptance. Monitors CBA implementation on a regular basis to track areas of concern for future negotiations.
• Arbitration – Assists Legal Counsel in preparing for and representing the University at arbitrations and third-party proceedings as required.
• Third-Party Proceedings – Investigates charges or complaints filed with third-party agencies. Conducts investigations into allegations contained with the charge. Interviews supervisors, witnesses, and other involved parties to assist in the preparation of a response to the charge. Provides assistance to legal counsel in responding to complaints and third-party proceedings, including Equal Employment Opportunity Commission ( EEOC ), DC Office of Human Rights, and National Labor Relations Board ( NLRB ) charges. Represent the University at conferences, hearings, etc.
• Stays informed of current regulatory requirements and changes in legislation and court decisions impacting employee relations at the University. Monitors relevant updates from regulatory agencies and collaborates with appropriate stakeholders to recommend changes to policies or processes as needed.
• Manages communication of potential employment litigation and/or risks to legal counsel and consults with the Office of General Counsel on labor relations matters as needed.
• Training and Facilitation – Researches, develops, designs, and presents training programs/sessions in all areas of employee and labor relations.

Performs other duties as assigned. The omission of specific duties does not preclude the supervisor from assigning duties that are logically related to the position.

Minimum Qualifications:

Qualified candidates will hold a Bachelor’s degree in an appropriate area of specialization plus 5 years of relevant professional experience, or, a Master’s degree or higher in a relevant area of study plus 3 years of relevant professional experience. Degree must be conferred by the start date of the position. Degree requirements may be substituted with an equivalent combination of education, training and experience.

Preferred Qualifications:

• Extensive knowledge regarding employee and labor relations, the National Labor Relations Act, the National Labor Relations Board, and state and federal employment laws preferred.
• Working knowledge of Employment Retirement Income Security Act ( ERISA ) requirements preferred.
• Demonstrated experience with mediation and other dispute resolution systems and techniques preferred.
• Demonstrated ability to develop and maintain collaborative working relationships in a consulting environment.Excellent coaching skills regarding employee and labor relations.
• Ability to work independently with minimal supervision in a team-based environment.
• Demonstrated experience managing collective bargaining agreements.
• Strong interpersonal, verbal, and written communications skills. Have excellent presentation skills.
• Ability to handle confidential and sensitive matters.
• Ability to work evenings and weekends on occasion during contract negotiations or to engage with second or third shift employees as necessary.

Hiring Range

$82,950.66 - $136,814.41

GW Staff Approach to Pay

How is pay for new employees determined at GW?

Healthcare Benefits

GW offers a comprehensive benefit package that includes medical, dental, vision, life & disability insurance, time off & leave, retirement savings, tuition, well-being and various voluntary benefits. For program details and eligibility, please visit https://hr.gwu.edu/benefits-programs.

II. JOB DETAILS

Campus Location: Foggy Bottom, Washington, D.C.

College/School/Department: Human Resource Management and Development (HRM&D)

Family: Human Resources

Sub-Family: EEO & Employee Relations

Stream: Individual Contributor

Level: Level 3

Full-Time/Part-Time: Full-Time

Hours Per Week: 40+

Work Schedule: Monday-Friday 8am -5pm

Will this job require the employee to work on site?: Yes

Employee Onsite Status: Hybrid

Telework: Yes

Required Background Check: Criminal History Screening, Education/Degree/Certifications Verification, Social Security Number Trace, and Sex Offender Registry Search

Special Instructions to Applicants:

Employer will not sponsor for employment Visa status

Internal Applicants Only?

No

Posting Number: S014216

Job Open Date: 06/01/2026

Job Close Date:

If temporary, grant funded, Sponsored Project funded or limited term appointment, position funded until:

Background Screening

Successful Completion of a Background Screening will be required as a condition of hire.

EEO Statement:

The university is an Equal Employment Opportunity employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.