Executive Director of Labor Relations and Employee Services

Providence School District; Providence (RI); On-site; USD 134,787 - 151,290; Full time

Job summary

A local education organization seeks an Executive Director of Labor Relations and Employee Services in Providence, RI. This full-time position involves overseeing labor relations, negotiating contracts, and leading employee services. The ideal candidate has over five years of experience in labor negotiations and a Bachelor's degree in a relevant field. The salary ranges from $134,787 to $151,290 annually and requires strong communication and analytical skills. Interested candidates can apply by emailing [e-mail].

Qualifications

• Five or more years of successful experience in labor and contract negotiations.
• Two years of experience investigating employee relations issues.
• Extensive knowledge of labor and employment laws.
• SHRM certification preferred.
• Demonstrated ability to communicate effectively.

Responsibilities

• Oversee Labor Relations and Employee Services teams.
• Provide guidance on labor relations policies.
• Lead negotiations for the District contracts.
• Manage employee services workflow.
• Monitor performance metrics and deliver quality service.

Skills

Labor relations negotiation

Employee relations investigation

Communication skills

Data analysis

Customer service

Education

Bachelor's degree in relevant field

Job description

Executive Director of Labor Relations and Employee Services

Providence School District Human Resources – Providence, Rhode Island
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Job Details

Job ID: 5343927
Application Deadline: Posted until filled
Posted: Aug 20, 2025 4:00 AM (UTC)
Starting Date: Immediately

Job Description

Reporting to the Chief Talent Officer, the Executive Director of Labor Relations and Employee Services oversees two key teams within the department of Human Resources. The position supports the Chief Talent Officer with day‑to‑day management of labor relations and employment issues, ensuring district compliance with applicable local, state and federal laws and regulations. In addition, the position communicates policy decisions, ensures a high level of customer service from the team, and sets goals and benchmarks. The Executive Director also communicates regularly with General Counsel and serves as a member of the Human Resources senior leadership team.

***Contingent upon funding***

Education, Training, and Experience

• Bachelor’s degree in labor relations, human resources management, business, public administration, or a related field.

Responsibilities

Strategic Support and Leadership

• Provide direct oversight and accountability with the Labor Relations and Employee Services teams, including developing and coaching direct reports.
• Provide guidance and coaching to labor relations and employee services team.
• Set clear individual and team performance goals aligned to department and district priorities, and effectively lead the team towards meeting these goals.
• Utilize human capital data to drive decision‑making, including the prioritization of support for high‑need schools and shortage areas.

Labor Relations

• Assist the Chief Talent Officer with day‑to‑day management of labor relations and employment issues.
• Serve as the lead negotiator for the District.
• Analyze negotiated contracts and develop interpretation of intent, spirit, and terms of contract to counsel management in development and application of labor relations policies.
• Prepare, assist and/or conduct various forums relative to employee relations matters including, but not limited to, grievance hearings and mediations.
• Interpret labor contracts for administrative staff.
• Coordinate and direct professional standards and employee relations programs and functions, ensuring compliance with applicable local, state and federal laws and regulations.
• Develop and manage confidential procedures for the receipt, handling, investigation and processing of grievances, complaints and allegations in all terms and conditions of employment.
• Oversee investigations into grievances and non‑criminal disciplinary cases; provide guidance and recommendations concerning course of action.
• Provide consultation and advisement to senior administrative staff regarding disciplinary matters and collective bargaining issues.
• Participate and consult in the formulation of policies and procedures to comply with local, state and federal laws and regulatory standards and negotiated agreements.

Employee Services

• Provide overall leadership of a team responsible for day‑to‑day oversight of: Substitute Management, Leave Management, Employee Information Management, Customer Service Call Center.
• Develop strategic goals, provide strong leadership and direction to ensure the Employee Services supports the employment lifecycle and division recruitment and retention goals.
• Research and develop procedures and resource alternatives to improve services and productivity.
• Establish and manage metrics for the team and measure performance.
• Serve as a subject‑matter expert on HC policies and assist team with questions.
• Conduct customer service delivery assessments, track quality data and prepare reports with recommendations for quality and process improvements.
• Provide oversight and supervise the workflow of the Employee Services team to include managing the day‑to‑day operations.
• Collaborate with multiple departments (e.g., Information Technology, Payroll, Benefits) and provide subject‑matter expertise, feedback and customer service reports to staff to ensure continual improvement and growth in all service delivery areas; instill a climate of continuous process improvement and customer focus.
• Compliance and Employee Information Management: Manage and oversee employee leave policies and procedures, manage and track employee attendance, maintain employee records, coordinate the employee separation process, and support confidential employee‑related processes as needed.
• Employee Customer Service: Provide responsive and superior customer service via walk‑in, email, and phone.
• Substitute Management: Manage substitute staffing which includes hiring, placement, and separation.
• Oversee coordination of all active, terminated and retired employee records; analyze internal processes and recommend and implement procedural or policy changes to improve operations.
• Develop, maintain, verify and evaluate existing records and document management systems.
• Ensure the records management strategy and practices are based on and compliant with legal requirements, record‑keeping best practice and Human Resources business requirements.
• Keep management informed on all records management requirements.
• Provide human capital metrics and analytics for respective functional area to senior leadership and superintendents.
• Maintain the confidentiality of information to which exposed.
• Perform other duties as assigned.

Minimum Qualifications

• Five (5) or more years of successful experience in labor and contract negotiations for a large school system or comparable governmental entity.
• Two (2) years of experience in a position requiring investigation of employee relations issues.
• Extensive knowledge of labor and employment laws and regulations. SHRM‑certified professional (PHR) or Senior Professional (SPHR) preferred.
• Thorough understanding of human resources principles and practices.
• Experience in grievance procedure arbitration.
• Demonstrated ability to exercise sound judgment and maintain consistency in decisions.
• Demonstrated ability to effectively communicate, both orally and in writing. Must be able to prepare comprehensive reports and represent ideas clearly and concisely.
• Demonstrated ability to build and maintain relationships across diverse groups, including schools, departments, labor unions/associations and community/business partners.

Position Type: Full‑Time
Salary: $134,787 to $151,290 Per Year

Job Requirements

Position is full‑time and requires the above qualifications.

Contact Information

• Email: [e-mail]