Director, Labor & Employee Relations

Position Summary

The Director, Labor & Employee Relations leads NRDC’s labor and employee relations programs. Reporting to the Chief People and Diversity, Equity and Inclusion Officer (CPDEIO) and collaborating with the Office of General Counsel (OGC) and other senior leaders, this role is responsible for developing and executing labor relations strategy, employee relations, and compliance with labor law.

Responsibilities

• Manage the Labor Relations function for NRDC, including: Participate in the Management Bargaining Team (MBT), representing NRDC management in the collective bargaining process and managing labor union relationships.

• Project manage bargaining activities, timelines, and communications with internal stakeholders and union representatives.

• Deeply understand the provisions of the collective bargaining agreement (CBA) and provide training and guidance to NRDC leaders and People and ODEI team members on managing under CBA provisions, including contract administration and grievance handling.

• Partner across the organization to identify trends and proactively address issues to reduce grievances.

• In partnership with the HR Partner and Office of DEI teams, oversee Employee Relations matters, including:

  • Provide guidance to managers and HR Partners to ensure consistent employee relations practices across the organization.
  • Oversee documentation and handling of employee relations matters.
  • Lead or support investigations and ensure timely, well-documented resolution.
  • Advise on appropriate resolution strategies, including discipline and corrective action.
  • Review case management processes and data for continuous improvement by identifying trends and improving consistency.

• Review case management processes and data for continuous improvement by identifying trends and improving consistency.

• Provide technical advice and guidance to HR Partners and managers on employee performance relations matters, performance management, and discipline.

• Oversee all People policies, including:

  • Serve as the subject matter expert for policy interpretation and guidance, in partnership with People functional leaders when applicable.

• I dentify and plan training or education for managers and staff around policy expectations and application.

• Stay updated on labor laws, regulations, and industry trends to ensure compliance in all areas of work; share appropriate updates and recommendations proactively with key stakeholders.

• In collaboration with the People Analytics team, generate analytics for the CPDEIO and other leaders, including reports to track and analyze trends in workplace issues to identify areas for improvement and develop preventive strategies.

Qualifications

• Minimum Education & Experience: A bachelor’s degree in a related field or equivalent combination of education and related work experience. Certification or education in labor relations (e.g., SHRM-CP or SHRM-SCP) and/ or related coursework is preferred. Minimum of 7 years of successful experience in employee and labor relations, including experience with labor unions, labor negotiations and contract administration. Demonstrated, successful experience in labor relations, including union negotiations and contract administration. Experience managing employee investigations and complex stakeholder-driven projects.

• Skills: Deep knowledge of federal, state, and local labor laws and regulations. Creative and resourceful, with strong interpersonal, negotiation, problem-solving and conflict resolution skills. Ability to quickly and effectively build relationships with colleagues, department managers and labor union leaders internally and externally. Exceptional oral and written communications skills, with a strong ability to build consensus. Ability to apply an equity lens to employee relations casework and investigations. Knowledge of trauma-informed practices and methods. Ability to maintain confidentiality and handle sensitive information with discretion is a must. Ability to travel to NRDC U.S. based offices, approximately 10% annually. Commitment to NRDC’s mission, values, and DEI principles.