The Role

The Director, Labor Relations is responsible for providing guidance and advising on all labor relations matters, serving as primary resource in negotiations, and overseeing contract administration. This position partners with management and bargaining representatives to foster collaborative relationships, align with organizational goals, and provide consultation and training to operational leaders. Responsibilities Ensures labor relations practices are cost-effective, compliant with collective bargaining agreements (CBA) and agency policies, and minimizes arbitration and litigation. Represents the Agency as Negotiator in collective bargaining agreements (CBAs), meeting negotiation goals established by the Board of Commissioners. Builds and sustains positive relationships with employees and their bargaining representatives. Serves as subject matter expert on labor and management issues, advising leadership and staff. Leads arbitration strategy, prepares and presents cases, and manages outside legal counsel. Serves as primary human resource in all aspects of labor relations, including negotiations, disciplinary actions, investigations, performance management concerns, attendance programs, and sensitive/high-risk leaves. Represents the Agency in employee matters before government agencies while mitigating unnecessary arbitration and litigation. Leads and facilitates the management negotiating team in developing bargaining strategy, drafting proposals, and analyzing the economic impact of agreements. Administers CBAs with on-site unions to ensure fair, consistent, and compliant treatment of employees. Partners with operational leaders and HR to train managers on contract adherence, policies, and procedures. Provides consultation and raises issues where organizational or CBA goals conflict with actual practices. Fosters a culture of trust and positive employee relations by being approachable, confidential, and fair. Manages conflict and complex issues effectively at all organizational levels. Collaborates with Communications to represent the Agency in media matters related to labor agreements. Monitors expenditures, prepares accurate budgets, and develops labor relations informational resources. Researches and benchmarks industry practices, identifies root causes of issues, and recommends solutions to minimize risk. Stays current on employment laws and regulations (EEO, ADA, FLSA, FMLA, and ensure Agency compliance. Analyzes data and trends to identify risks, supports workplace changes, and enhances employee relations strategies. Collaborates with Absence/Risk Management on sick leave matters. Serves as a Pension Plan Trustee, ensuring plan assets are managed in participants’ best interests. Knowledge, Skills, & Abilities Proven track record in executing labor relations principles and administering CBAs. Skilled in leading management negotiating teams to achieve strategic goals. Demonstrated professionalism in fostering collaboration and partnership with employees and union leadership. Experienced in developing policies, procedures, and evaluating program effectiveness. Strong verbal and written communication skills with the ability to influence at all levels. Proficient in mediation and conflict resolution techniques to address labor relations issues. Experienced in conducting internal investigations with urgency, objectivity, and confidentiality. Ability to manage budgets effectively and allocate resources strategically. Adept at balancing multiple priorities and workstreams across complex and diverse environments. Collaborative partner with proven ability to build trust and engage across all organizational levels. Education Experience Degree:Bachelor’s Degree required. Masters or JD strongly preferred. SHRM-CP, or CLRP preferred. Years: 10 (ten) years required in labor relations with multi-contract, multi-union, and complex environments. 5 (five) years required in leadership. Field:Employment law, Human Resource Management, or related field. Field:Leadership and labor relations with multi-contract, multi-union, and complex environments. Compensation Disclosure: Bi-State Development is committed to ensuring all employees are compensated fairly. The salary range provided reflects our current expectations for this position. However, final base salary or offer may vary depending on several factors, including skills, qualifications, experience, business needs, and budgetary considerations. Bi-State Development is an Equal Opportunity Employer.