Director, Labor & Employee Relations

POSITION SUMMARY

The Director,Labor&EmployeeRelationsleadsNRDC27s 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 roleisresponsible fordeveloping and executing labor relationsstrategy, employee relations, and compliance with labor law.This role isalso responsible for advising other senior leaders on labor strategy, contract administration, and the consistent application of workplace policies.

Responsibilities

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonableaccommodationsmay bemadeto enable qualified individuals with disabilities to perform thefollowingessential functions.

• Manage the Labor Relations function for NRDC, including:
  • Participate inthe Management Bargaining Team(MBT),representingNRDC management in the collective bargaining processand managing labor union relationships
  • Projectmanagebargaining activities, timelines, and communications with internal stakeholders and union representatives
  • Deeply understand the provisions of the collective bargaining agreement(CBA)and providetraining andguidance to NRDC leaders and Peopleand ODEIteam members on managing under CBA provisions, includingcontract administration and grievance handling
  • Partneracross the organization toidentifytrendsandproactively address issues to reduce grievances
• In partnership with the HR Partnerand Office of DEIteams,overseeEmployee Relationsmatters,including:
  • Provide guidancetomanagersand HR Partners to ensureconsistent employee relations practices across the organization
  • Oversee documentation and handling of employee relations matters
  • Lead or support investigations and ensuretimely, well-documented resolution
  • Adviseonappropriate resolutionstrategies, including discipline and corrective action
  • Review case management processes and data for continuous improvement byidentifyingtrendsand improving consistency
  • Provide technical advice and guidance toHR Partners and managerson employeeperformancerelations matters, performance management, and discipline
• Oversee allPeoplepolicies, including:
  • Serveas thesubject matter expertforpolicy interpretation and guidance, in partnership with People functional leaders when applicable
  • Responsible forthe full lifecycle of policy updates, including development, review, updates, stakeholder management, and communication
  • Identifyandplan trainingor educationfor managers and staffaround policy expectationsand application
• Stay updated on labor laws, regulations, and industry trends to ensure compliancein all areas of work; shareappropriate updatesand recommendationsproactively withkey stakeholders
• In collaboration withthePeople Analyticsteam, generateanalyticsforthe CPDEIO and other leaders, includingreports to track and analyze trends in workplace issues toidentifyareas for improvement and develop preventive strategies

The above list of duties is not comprehensive butgenerally demonstratesthe types of matters under this position27s responsibility. Other duties may be assigned.

Qualifications

MinimumEducation& Experience:

• A bachelor27s degreein a related fieldor equivalentcombination of education andrelated 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, labornegotiationsand contract administration
• Demonstrated, successfulexperience in labor relations, including union negotiations and contract administration
• Experience managing employee investigations and complex stakeholder-driven projects

Skills,Abilities,Competencies

• Deep knowledge of federal, state, and local labor laws and regulations
• Creative and resourceful, with strong interpersonal,negotiation,problem-solvingand conflict resolution skills
• Ability toquickly and effectively build relationshipswith colleagues, departmentmanagersand 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 tomaintainconfidentiality and handle sensitive information with discretion isa must
• Ability to travel to NRDC U.S. based offices, approximately10% annually
• Commitment to NRDC27s mission, values, and DEI principles

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonableaccommodationsmay be made to enable individuals with disabilities to perform the essential functions of this position within thedescribed work environment.

Frequently:Perform desk-based computer tasks

Frequently:Ability to interact and communicate with employees and others as necessary

Frequently: Attendplanned meetings and collaborate with management and coworkers

Occasionally:Ability to attend events and activitiesin the office or offsite

Work issometimesperformed primarily inoffice.The noise level in the work environment is usually quiet in office settings and moderate in other situations.Hours of employment may sometimes require working flexible and/or longer hours, including nights and weekends, whennecessitatedby projects.The job includeswork-related situations such as those involving challenging, important, urgent, time-sensitive, or multiple matters.

We offer competitive salaries,excellent benefits, and a supportive working environment. Salary is based on a nonprofit scale and iscommensuratewith skills and experience. Internal equity will be reviewed and considered todetermine a final offer. For this position, the salary range is $135,000 to $150,000.

NRDC operates under a hybrid work model. Employeesare required tocome to the office 8 days per month.

As a science-based organization, NRDC aims to do our part to helpcontainthe COVID-19 public health crisis. For the sake of health, safety, and equity, we ask that people be vaccinated unless they have an approved medical or religious accommodation or other exemptionin accordance withstate and local law. We consider a person to be vaccinated two weeks after receiving one full course of a CDC-approved vaccine.In accordance withstate or local law, new hires will be asked to attest to vaccination, those wishing to do so may request medical or religious accommodations or other exemptions via NRDC Employee Relations. NRDC treats all vaccine-related data confidentially, in keeping with local, state, and federal laws.

To apply, visitwww.nrdc.org/careersand upload your rsumand cover letter. Please mention where you saw this posting and upload anyadditionalmaterials thatshowcaseyour abilities. Due to the high volume of applications, we will contact only those candidates we would like to interview. Please no phone calls, emails, or in-person rsum drop-offs.

If you experience technical problems while applying or if you are a person with a disability and needassistanceapplying online, please reach out to iCIMS Customer Care at 1-800-889-4422.

For more about NRDC, visitwww.nrdc.org.