Program Manager, Labor Relations - Employee & Labor Relations - Full Time

Position Summary 

The Program Manager, Labor Relations is a senior Human Resources leadership position responsible for providing enterprise-level leadership, subject matter expertise, and strategic oversight for labor relations across The Guthrie Clinic. This position leads the development and execution of the organization's labor relations strategy and provides leadership oversight for labor-management activities throughout the organization. 

Serving as the organization's subject matter expert for labor relations, the Program Manager provides strategic advice, consultation, and guidance to organizational leaders and Human Resources partners regarding collective bargaining, contract interpretation and administration, grievances, labor-management relationships, dispute resolution, and labor relations policies and practices. 

The Program Manager leads and supports collective bargaining activities, including bargaining strategy and preparation, proposal analysis and development, negotiations, collective bargaining agreement interpretation, and administration of negotiated agreements. The position applies significant knowledge of labor and employment law, collective bargaining requirements, organizational policies, and established labor relations practices to identify risk, advise leadership, and promote consistent and compliant labor relations practices across the Guthrie enterprise. 

The Program Manager also provides leadership, advice, and subject matter expertise to other areas of Human Resources responsible for implementing components of the organization's labor relations strategy. As assigned and based upon organizational needs, the Program Manager may also provide consultation and support on highly complex, sensitive, or higher-risk employee relations matters. 

Travel to Guthrie locations and availability during collective bargaining negotiations, significant labor relations matters, and other time-sensitive labor events are required components of the position. 

Essential Functions 

Labor Relations Strategy and Leadership 

• Acts as the organization's subject matter expert specific to labor relations, providing leadership, expertise, and consultation across the Guthrie enterprise. 

• Leads the development, implementation, and ongoing execution of the organization's labor relations and collective bargaining strategy. 

• Provides leadership oversight for labor relations programs, initiatives, and activities across applicable areas of the organization. 

• Advises senior leaders, operational management, and Human Resources partners regarding labor relations strategy, risks, policies, practices, and emerging issues. 

• Provides guidance and subject matter expertise to other areas of Human Resources responsible for implementing components of the organization's labor relations strategy, supporting consistent practices and alignment across the enterprise. 

• Provides leadership and consultation regarding labor and employment law considerations affecting labor relations matters and partners with legal counsel, as appropriate, on matters requiring legal interpretation or advice. 

• Identifies and evaluates potential labor relations, legal, regulatory, contractual, and organizational risks and recommends appropriate strategies to address or mitigate identified risks. 

• Promotes labor relations strategies and practices that support compliance with applicable labor laws, collective bargaining obligations, organizational policies, and employees' protected rights. 

• Partners with Human Resources leadership and legal counsel, as appropriate, on complex or higher-risk labor relations and employment matters. 

• Facilitates effective communication and serves as a labor relations liaison among management, Human Resources, employees, and authorized union representatives, as appropriate. 

• Provides enterprise-wide labor relations leadership and on-site support across Guthrie locations as necessary, including during collective bargaining, significant labor-management matters, grievance proceedings, and other time-sensitive labor relations events. 

Collective Bargaining and Contract Administration 

• Leads organizational strategy related to collective bargaining, including bargaining preparation, strategy development, proposal development and analysis, negotiations, and administration of negotiated agreements. 

• Reviews and analyzes collective bargaining agreements and develops interpretations regarding contractual language, intent, application, and obligations. 

• Advises management regarding the development, application, administration, and interpretation of labor relations policies, practices, and collective bargaining agreements consistent with organizational policy and strategy. 

• Advises and assists management in the administration of labor relations policies and serves as an organizational information resource on labor relations matters. 

• Reviews collective bargaining agreements to identify contractual obligations, operational implications, potential areas of risk, and opportunities for improved labor-management practices. 

• Develops, reviews, analyzes, and evaluates management and union bargaining proposals. 

• Leads and participates in collective bargaining negotiations within the scope of authority established by the organization involving wages, hours, benefits, working conditions, and other terms and conditions of employment. 

• Provides strategic recommendations to organizational leadership regarding collective bargaining priorities, proposals, and potential resolutions. 

• Advises management regarding consistent interpretation and administration of collective bargaining agreements. 

• Maintains familiarity with both union and management practices and applies that knowledge in developing labor relations strategies and recommendations. 

Grievance and Dispute Resolution 

• Advises and assists management in investigating, evaluating, responding to, and resolving grievances in accordance with collective bargaining agreements, organizational policies, and established authority.  

• Develops strategies and recommendations for resolving grievances and labor-management disputes.  

• Facilitates effective communication among management, Human Resources, employees, and authorized union representatives, as appropriate.  

• Identifies grievance trends and recurring labor relations issues and recommends proactive interventions.  

Employment Law and HR Consultation  

• Maintains strong working knowledge of applicable federal and state labor and employment laws and regulations.  

• Advises leaders and HR partners regarding labor and employment law considerations affecting workplace and labor relations matters.  

• Identifies potential legal, regulatory, contractual, and employee relations risks and partners with legal counsel when appropriate.  

• Provides education, coaching, tools, and guidance to leaders and HR professionals regarding collective bargaining agreements, grievances, union interactions, and effective labor-management practices.  

• Monitors labor and employment law developments and assesses their potential impact on organizational labor relations strategies and practices.  

Complex Employee Relations Support 

• As assigned based on organizational need to provide consultation and or direct support on highly complex, sensitive, or higher-risk employee relations matters.  

• Partners with Employee Relations, HR leadership, operational leaders, and legal counsel, as appropriate, to address complex workforce matters.  

Travel and Availability 

• Travel to Guthrie locations is required to support collective bargaining, labor-management meetings, grievances, investigations, leadership consultation, training, and other labor relations activities.  

• Availability during collective bargaining negotiations, significant labor relations matters, and other time-sensitive labor events is required.  

• Occasional availability outside of regularly scheduled business hours may be required based on organizational needs.  

• On-site support at Guthrie locations may be required for significant labor relations matters.  

Education 

• Bachelor's degree in Human Resources, Labor Relations, Industrial Relations, Business Administration, Organizational Leadership, or a related field is required.  

•  Masters degree in Human Resources, Labor Relations, Business Administration, or a related discipline is preferred.  

Experience 

Required 

• Minimum of five (5) years of progressively responsible labor relations experience. 

• Proven experience working in a labor relations capacity. 

• Demonstrated experience with collective bargaining agreements, contract interpretation and administration, grievance management, labor-management relations, and collective bargaining. 

• Demonstrated experience advising organizational leaders and Human Resources professionals on complex labor relations matters. 

• Proven experience applying labor and employment law principles and considerations to workplace matters, including collective bargaining, contract administration, grievances, employee relations, and labor-management practices. 

• Experience working effectively with both management and organized labor representatives. 

• Demonstrated experience managing complex, sensitive, and confidential workplace matters. 

• Demonstrated ability to influence, advise, and collaborate with leaders and other key stakeholders. 

Preferred 

• Experience leading or serving in a significant leadership role during collective bargaining negotiations. 

• Experience providing labor relations leadership across multiple business units, facilities, or locations. 

• Experience within a complex, multi-site healthcare organization or similarly complex operating environment. 

• Experience advising senior organizational leaders on significant labor relations matters. 

Knowledge, Skills, and Abilities 

• Advanced knowledge of labor relations principles, collective bargaining practices, contract administration, grievance resolution, and labor-management relations. 

• Strong working knowledge of applicable federal and state labor and employment laws and regulations, including principles governing collective bargaining, protected concerted activity, labor-management relations, and employment practices. 

• Demonstrated ability to identify and evaluate legal, regulatory, contractual, labor relations, and employee relations risks and provide appropriate recommendations. 

• Ability to recognize matters requiring consultation or partnership with legal counsel. 

• Advanced ability to analyze and interpret collective bargaining agreement language and provide clear, practical guidance regarding contractual requirements and organizational obligations. 

• Demonstrated understanding of both union and management practices and the dynamics of represented workforces. 

• Strong negotiation, mediation, conflict-resolution, and problem-solving skills. 

• Ability to develop and execute labor relations strategies aligned with broader workforce and organizational objectives. 

• Ability to provide leadership and subject matter expertise to other Human Resources functions responsible for implementing labor relations strategies. 

• Demonstrated ability to influence, advise, and establish credibility with leaders at multiple organizational levels. 

• Strong analytical and critical-thinking skills, including the ability to recognize trends, assess risk, evaluate alternatives, and develop practical recommendations. 

• Excellent judgment and demonstrated ability to manage highly sensitive and confidential workplace matters. 

• Excellent verbal and written communication skills, including the ability to communicate complex labor, employment, and contractual matters clearly and effectively. 

• Ability to establish effective working relationships with management, Human Resources partners, employees, union representatives, legal counsel, and other stakeholders. 

• Ability to balance strategic leadership responsibilities with hands-on involvement in complex labor relations matters when necessary. 

• Ability to operate effectively in a complex, fast-paced, multi-site organizational environment. 

Physical Requirements and Work Environment 

The physical requirements of this position are generally consistent with a professional leadership role that includes office-based work, meetings, and travel among organizational locations. 

• Work is primarily performed in professional office, meeting, administrative, and healthcare facility environments.  

• Frequently operates a computer, standard office equipment, standard office technology and electronic communication systems.  

• Frequently communicates and exchanges information in person and through telephone, video, and electronic communication.  

• Frequently remains in a stationary position for periods of time during meetings, negotiations, grievance proceedings, and computer-based work.  

• Requires movement within and between work locations and travel to Guthrie facilities and other locations as required.  

• Collective bargaining and significant labor events may require extended meeting participation and occasional work outside normal business hours.  

The pay range for this position is $45.98 - $71.77/hr

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