Labor Relations Manager

CONSOLIDATED ASSET MANAGEMENT SERVICES JUNIPER (TEXAS), LLC; Houston (TX); On-site; USD 100,000 - 160,000; Full time

Benefits offered by this job

Medical insurance

Dental insurance

Vision insurance

Long-term disability

Short-term disability

Life insurance

401(k)

FSAs

Employee referral program

Tuition reimbursement

Job summary

Consolidated Asset Management Services Juniper (Texas), LLC seeks a Labor Relations Manager to drive labor relations strategy, lead bargaining across 25 states, and manage grievances and arbitration with unions. You will partner with HR and operations to align policies with business goals and ensure NLRA compliance.

The role requires maintaining strong relationships with leadership, union reps, and employees, plus travel about 25% to support bargaining activities and site-specific needs.

Qualifications

• Bachelor's degree in HR, business, IR or related field.
• Master's degree preferred in HR, IR, or related field.
• Professional HR certifications (SHRM-CP, SHRM-SCP, PHR, SPHR) are advantageous.

Responsibilities

• Lead labor relations strategy and partnership across 25 states.
• Oversee collective bargaining administration and contract interpretation.
• Direct negotiations and union relations with labor representatives.
• Manage grievance and dispute resolution processes to resolution.
• Ensure compliance with NLRA and applicable labor laws across locations.
• Provide leadership training on labor relations best practices.

Skills

Negotiation

Conflict resolution

Communication

Travel availability

Cross-functional collaboration

Education

Bachelor's degree in HR/Business/IR

Master's degree in HR/IR or related

Tools

HRIS systems

Microsoft Office

Job description

The Labor Relations Manager is a key member of the Human Resources team responsible for fostering positive labor-management relationships across a multi-state workforce. This role serves as the primary liaison between company leadership, employees, and union representatives, ensuring the consistent administration of collective bargaining agreements, compliance with labor and employment laws, and the effective resolution of workplace issues.

The Labor Relations Manager provides strategic guidance to HR and operational leaders on labor relations matters, leads contract negotiations, manages grievance and arbitration processes, and supports a productive work environment that aligns with organizational goals. The organization currently operates in 25 states and administers 10 collective bargaining agreements.

This position requires approximately 25% travel to support bargaining activities, labor-management meetings, investigations, training, and site-specific labor relations needs.

Essential Duties And Responsibilities

Labor Relations Strategy & Partnership

• Serve as the primary labor relations subject matter expert within the Human Resources function.
• Partner with HR leadership and operational management to develop and execute labor relations strategies that support business objectives.
• Advise leaders on interpretation and administration of collective bargaining agreements, labor policies, and employment practices.
• Monitor labor relations trends and recommend proactive strategies to maintain positive employee and union relationships.

Collective Bargaining Administration

• Manage and administer approximately 10 collective bargaining agreements across multiple locations and states.
• Interpret contract language and provide guidance to management regarding contractual obligations and rights.
• Track contract compliance, key provisions, renewal timelines, and bargaining obligations.
• Ensure consistency in CBA application across all locations.

Negotiations & Union Relations

• Lead or support collective bargaining negotiations, including preparation of proposals, costing analyses, bargaining strategy development, and contract administration.
• Build and maintain productive working relationships with union representatives and labor organizations.
• Participate in labor-management meetings and address workplace concerns in a collaborative manner.
• Support organizational readiness and response planning during labor disputes or organizing activities.

Grievance & Dispute Resolution

• Manage grievance processes from initial filing through resolution.
• Conduct investigations related to labor disputes, contract violations, and workplace concerns.
• Represent the company in grievance meetings, mediations, arbitrations, and other labor proceedings as needed.
• Develop recommendations and action plans to resolve employee and labor relations issues effectively.

Compliance & Risk Management

• Ensure compliance with federal, state, and local labor laws and regulations.
• Maintain deep knowledge of labor relations legislation, including the National Labor Relations Act (NLRA) and related employment laws.
• Monitor legal developments and labor trends impacting the organization.
• Partner with Legal, HR, and Operations to mitigate labor-related risks and ensure compliance.

Leadership Development & Training

• Train managers and HR business partners on labor relations best practices, contract administration, progressive discipline, and employee relations matters.
• Develop educational resources and tools to improve leader effectiveness in unionized environments.
• Provide coaching and guidance on conflict resolution and workplace communication.

Qualifications And Skills

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Labor Relations, or a related field.
• Minimum of 6-8 years of progressive experience in Human Resources, Employee Relations, or Labor Relations.
• Demonstrated experience administering collective bargaining agreements and unionized workforce environments.
• Experience participating in or leading labor contract negotiations.
• Experience managing grievances, investigations, and arbitration preparation.
• Strong working knowledge of labor and employment laws, including the National Labor Relations Act (NLRA).
• Understanding of collective bargaining processes, grievance administration, and contract interpretation.
• Knowledge of multi-state employment practices and regulatory requirements.
• Proficiency with HRIS systems and Microsoft Office applications.
• Ability to travel approximately 25% of the time to support labor negotiations, grievance meetings, arbitrations, facility visits, management training, and employee relations activities across operations in 25 states.

Core Competencies

• Exceptional negotiation and influencing skills.
• Strong conflict resolution and problem-solving capabilities.
• Excellent verbal, written, and interpersonal communication skills.
• Sound judgment and ability to manage sensitive and confidential information.
• Ability to build credibility and collaborative relationships with employees, union representatives, managers, and senior leaders.
• Strong organizational skills with the ability to manage multiple priorities simultaneously.

Preferred Qualifications

• Master's degree in Human Resources, Labor Relations, Industrial Relations, Business Administration, or related field.
• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent).
• Experience supporting a workforce across multiple states and locations.
• Experience in transportation, logistics, manufacturing, utilities, energy, environmental services, or other highly regulated industries.

Applicants must possess a valid driver’s license and maintain a clean driving record, as this position requires occasional travel for company business. Candidates should be comfortable operating a vehicle as part of their job responsibilities and must meet any applicable company and insurance requirements.

We offer a variety of excellent benefits. Full-time employees are offered the following: medical, dental, vision, LTD, STD, and Life insurance plans. You can even select additional "al la carte" benefits to meet all your needs. You can also enroll in our 401k, flex spending accounts for medical and childcare needs, and participate in our employee referral and tuition reimbursement programs.

Qualified Applicants must be legally authorized for employment in the United States. Qualified Applicants will not require employer sponsored work authorization now or in the future for employment in the United States.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.