Reporting to the Vice President, Human Resources, the Director, Labor Relations serves as a strategic advisor to business and manufacturing leaders, shaping labor and employee relations strategies that advance both organizational performance and employee engagement. This leader develops and executes a modern labor relations strategy across manufacturing operations, fostering productive relationships with represented employees, union leadership, plant leadership teams, and key stakeholders.
As the enterprise expert in labor relations, this role leads the organization's collective bargaining strategy and serves as the primary representative in labor negotiations, partnering closely with Operations, Human Resources, Finance, Legal, and Total Rewards to balance workforce, operational, financial, and cultural objectives. The successful candidate brings a proactive, business-minded approach to labor relations—using data, relationships, and influence to build an engaged workforce, strengthen leadership capability, support organizational transformation, and create a positive employee experience across both union and non-union environments. Travel may be up to 60%.
Responsibilities
Strategic Labor & Workforce Leadership
- Develop and execute an enterprise labor relations strategy that aligns workforce practices with manufacturing, operational, and financial objectives.
- Serve as a trusted advisor to executive leaders on labor, workforce, organizational, and employee relations matters.
- Anticipate labor and workforce trends, emerging risks, and external market dynamics, developing proactive strategies that strengthen organizational effectiveness and workforce stability.
- Leverage workforce, operational, and financial data to identify opportunities, assess risk, and influence business decisions.
Labor Negotiations & Contract Administration
- Lead collective bargaining strategies and serve as chief spokesperson during labor negotiations.
- Direct negotiation preparation, costing, bargaining priorities, and implementation planning to achieve sustainable business outcomes.
- Provide oversight and strategic guidance on contract administration, grievance management, arbitration, and dispute resolution.
- Partner with site leadership teams to ensure consistent application and interpretation of labor agreements.
Employee Relations & Culture
- Drive strategies that strengthen employee engagement, trust, inclusion, and workforce retention across manufacturing sites.
- Build collaborative relationships with union representatives, plant leadership, and employees to promote constructive labor-management partnerships.
- Partner with Human Resources Business Partners and Operations leaders to address complex employee relations issues and foster a respectful, high-performing workplace culture.
- Lead initiatives that support positive employee relations and help maintain union-free environments where applicable through strong leadership practices, employee engagement, and workforce communication.
Leadership & Capability Development
- Enhance labor relations capability across Human Resources and Operations by developing leaders' skills in employee relations, conflict management, contract interpretation, and labor strategy.
- Coach and influence senior leaders through complex organizational, workforce, and labor challenges.
- Foster a culture of accountability, collaboration, and continuous improvement across manufacturing locations.
Business Partnership & Organizational Transformation
- Collaborate with Human Resources Centers of Excellence, Finance, Total Rewards, Legal, and Operations leaders to develop integrated workforce solutions.
- Support strategic business initiatives including organizational redesign, workforce planning, acquisitions, divestitures, facility changes, automation, and operational transformation.
- Ensure compliance with all labor, employment, and regulatory requirements while balancing employee and business needs.
Education & Experience
- Bachelor's degree in Human Resources, Labor Relations, Business Administration, or a related field required.
- Minimum 10 years of progressive Human Resources experience, including significant labor relations leadership within a manufacturing, industrial, or unionized environment.
- Demonstrated success leading complex labor negotiations and developing labor relations strategies that support business performance.
- Experience partnering with executive leaders to drive organizational and workforce outcomes.
- Deep knowledge of labor and employment laws, including the National Labor Relations Act (NLRA), FMLA, WARN, Department of Labor regulations, and applicable state and local laws.
- Extensive experience in collective bargaining, contract administration, grievance procedures, arbitration, workforce planning, and employee relations.
- Strong financial acumen with demonstrated ability to evaluate labor costs, productivity measures, workforce analytics, and business performance data.
Leadership Competencies
- Exceptional communication, influencing, negotiation, and relationship-building skills.
- Ability to establish credibility and trust with labor representatives, employees, plant leadership, and executive stakeholders.
- Proven success navigating ambiguity, change, and complex organizational challenges.
- Strong strategic thinking, problem-solving, and decision-making capabilities.
- Ability to drive outcomes through collaboration, influence, and partnership rather than authority alone.
- Demonstrated commitment to fostering an engaging, inclusive, and high-performance culture.
#LI-Hybrid #LI-SM1 #LI-Director
Compensation
Pay Range:$135,000-$200,000
The annual salary listed above is the expected offering for this position. An employee’s actual annual salary will be based on but not limited to: location, relevant experience/level and skillset, while balancing internal Conagra employees’ equity. Conagra Brands will comply with applicable law regarding minimum salaries for exempt employees.
Our Benefits
We care about your total well-being and will support you with the following, subject to your location and role:
Health: Comprehensive healthcare plans, wellness incentive program, mental wellbeing support and fitness reimbursement
Wealth: Great pay, bonus incentive opportunity, matching 401(k) and stock purchase plan
Growth: Career development opportunities, employee resource groups, on-demand learning and tuition reimbursement
Balance: Paid-time off, parental leave, flexible work-schedules (subject to your location and role) and volunteer opportunities
