Interim HR Director, Labor & Employee Relations

The Christopher Group, Agile HR Business Solutions; Bozeman (MT); On-site; USD 110,000 - 160,000; Full time

Benefits offered by this job

Housing provided

Car provided

2 paid weekends home per month

Job summary

The Christopher Group, in partnership with Agile HR Business Solutions, seeks an Interim HR Director of Employee & Labor Relations for a healthcare system. You will provide strategic and hands-on leadership across ER/LR, investigations, and labor negotiations, guiding executive coaching and change management for a 2,900+ employee environment.

Strong knowledge of federal/state employment laws and union-management dynamics is required, with a track record of high-risk case management and turning

Qualifications

• Bachelor's degree in HR, Business Administration, Industrial/Labor Relations or related field.
• Master's degree preferred.
• SHRM-SCP, SPHR or equivalent certification preferred.

Responsibilities

• Provide strategic and hands-on leadership for employee and labor relations in a large health system (>2,900 employees).
• Oversee collective bargaining, employment law, investigations, conflict resolution, and executive coaching.
• Lead policy and change management, risk management, analytics, negotiation and leadership development.

Skills

Employee relations

Labor relations

Collective bargaining

Workplace investigations

Executive coaching

Change management

Data analytics

Negotiation

Education

Bachelor's degree in HR/Business

Master's degree preferred

SHRM-SCP or SPHR preferred

Job description

Interim HR Director, Employee & Labor Relations – Healthcare

Immediate need for a seasoned Human Resources Director, Employee and Labor Relations, to provide both strategic and hands-on leadership for a health system with more than 2,900 employees. Housing and car provided along with 2 paid weekends home per month.

This position emphasizes employee and labor relations, collective bargaining, employment law, investigations, conflict resolution, executive coaching, policy and change management, risk management, analytics, negotiation, and leadership development, with must-have capabilities in complex investigations, healthcare employment-law compliance, union-management relations, executive consultation, high-risk case management, and translating ER/LR data into organizational action.

Education

• Bachelor's degree in HR, Business Administration, Industrial/Labor Relations, or related field.
• Master's degree preferred.
• SHRM-SCP, SPHR, or equivalent certification preferred.

Experience

• 8–12+ years of progressive HR experience.
• 5+ years specifically focused on employee/labor relations.
• Healthcare or similarly complex, highly regulated environment strongly preferred.
• Experience supporting a large, multi-site workforce.
• Significant union/labor relations experience, if applicable to the organization

Core competencies

• Employee relations
• Labor relations
• Understanding of collective bargaining
• Workplace investigations
• Executive coaching
• Change management
• Data analytics
• Negotiation

Personal attributes

• High integrity and discretion
• Excellent judgment
• Calm under pressure
• Politically savvy
• Comfortable with conflict
• Able to influence senior executives
• Fair and consistent
• Highly analytical
• Strong business acumen

"Must-Haves"

• Deep employee and labor relations expertise, including complex investigations and conflict resolution.
• Healthcare/health-system experience in a complex, highly regulated environment.
• Strong knowledge of federal and state employment laws, particularly NLRA, FMLA, ADA, FLSA, Title VII, and related requirements.
• Understanding of collective bargaining and union-management environment.
• Executive‑level consultation and coaching skills, with the ability to influence physicians and senior clinical/operational leaders.
• Experience managing high‑risk employee relations matters involving discrimination, harassment, retaliation, workplace violence, and other sensitive issues.
• Strong strategic and analytical capability—able to identify systemic workforce issues and turn ER/LR data into organizational action.