QUALIFICATIONS

• Strong experience and/or knowledge of Labor Relations, including union avoidance, NLRB procedures, and collective bargaining.
• Prior experience in Project Management, Strategy, and/or Consulting, or a similar role supporting enterprise-level initiatives.
• Bachelor’s degree.
• At least 7 years of experience in a strategic or operational leadership role.
• A minimum of 5 years of project management or related experience.
• Advanced proficiency in MS Word, Excel, and PowerPoint required.
• Prior experience in human resources, people services, teammate experience, or engagement.
• Proven ability to influence others to achieve objectives.
• Strategic thinker with resourcefulness—the ability to find and implement effective solutions despite time or resource constraints.
• Experience handling matters proactively and expeditiously, following through on initiatives and projects to successful completion.
• Ability to develop an approach in ambiguous settings while remaining flexible to address change.
• A strong communicator with a proven ability to build relationships and manage multiple senior-level stakeholders.

The Labor Relations Senior Manager, Special Projects will report directly to a Vice President, People Services.

This role serves as a critical leader, overseeing the company’s national union avoidance and union engagement activities through a project management and strategic planning lens. This leader will develop strategies, implement programs, and coordinate across teams to ensure the organization’s labor relations objectives align with its mission and values. Specific responsibilities include:

• Leadership in Labor Relations Strategy:
• Lead and coordinate the company’s labor relations efforts, ensuring compliance with NLRB regulations and other relevant policies.
• Develop and execute strategies for proactive labor relations, including initiatives to maintain a positive work environment and reduce union activity risks.
• Serve as the primary liaison for labor relations initiatives across the enterprise, working with various internal and external stakeholders.
• Project Management:
• Manage multiple high-stakes projects, tracking progress and ensuring successful implementation of labor relations and teammate engagement initiatives.
• Develop and communicate project scope, timelines, plans, resource requirements, and assumptions to all relevant stakeholders.
• Monitor metrics and prepare presentations for senior leadership, ensuring alignment with labor relations and engagement goals.
• Stakeholder Collaboration:
• Partner with People Services functions, including Teammate Relations, Compensation, Benefits, and Recruiting, to align union engagement and avoidance strategies with broader HR objectives
• Influence senior stakeholders with data-driven insights and recommendations.
• Facilitate communication between leadership and frontline teams, fostering a collaborative approach to labor relations and teammate engagement.
• Teammate Engagement:
• Ensure teammate engagement activities align with the company’s union avoidance strategy and foster a positive, engaged workforce.
• Develop and support programs that promote a positive work culture, ensuring teammates feel engaged, valued, and heard.
• Implement initiatives to strengthen trust and communication between teammates and leadership, reducing reliance on third-party representation.
• Process Improvement:
• Highlight management process gaps and labor relations risks or opportunities, then implement solutions.
• Create, implement, and drive the adoption of processes and solutions to improve business and teammate outcomes.
• Compliance and Reporting:
• Ensure adherence to People Services policies and compliance with labor relations regulations.
• Drive compliance with NLRB procedures and collective bargaining requirements.
• Communicate project status updates and outcomes to senior leadership, reporting against defined targets and metrics.