Executive Director of Labor Relations and Employee Services

Department: Human Resources

Reports To: Chief Talent Officer

Position Summary

Reporting to the Chief Talent Officer, the Executive Director of Labor Relations and Employee Services provides strategic leadership and oversight for the District's labor relations, employee relations, and employee services functions. This position serves as a key advisor to executive leadership, campus and department administrators, and employees on matters involving collective bargaining, employee relations, employment practices, workplace policies, investigations, performance management, and compliance with applicable federal, state, and local laws.

The Executive Director is responsible for developing and maintaining effective labor-management relationships while ensuring consistent, equitable, and legally compliant employment practices across the District. The position leads the District's labor relations strategy, including collective bargaining, contract administration, grievance management, and interpretation of collective bargaining agreements and District policies.

In addition, the Executive Director oversees employee service functions designed to provide responsive, high-quality support throughout the employee lifecycle. This leader establishes service standards, develops scalable processes, identifies opportunities for continuous improvement, and promotes a culture of accountability, trust, respect, and exceptional employee service.

The ideal candidate is a highly credible HR leader who combines strong labor relations expertise with sound judgment, business acumen, conflict-resolution skills, management skills, and the ability to navigate complex and sensitive employee matters in a large, diverse educational environment.

** Contingent upon funding **

Essential Duties and Responsibilities:

Labor Relations and Collective Bargaining

• Provide strategic leadership for the District's labor relations function and serve as a principal advisor to senior leadership on labor and employment matters.
• Lead or oversee collective bargaining negotiations with employee associations, unions, and other recognized bargaining units.
• Develop bargaining strategies, proposals, costing analyses, negotiation plans, and supporting materials in partnership with District leadership and legal counsel.
• Interpret and administer collective bargaining agreements and provide guidance to administrators regarding contract provisions.
• Monitor compliance with negotiated agreements and identify potential labor relations risks and opportunities.
• Manage the grievance and dispute-resolution process, including investigation, response, mediation, and preparation for arbitration when appropriate.
• Maintain productive relationships with union and employee association representatives while protecting the District's interests.
• Partner with legal counsel on labor-related litigation, unfair labor practice matters, arbitration, mediation, and other employment disputes.
• Monitor changes in labor and employment law and recommend appropriate changes to District practices, policies, and agreements.

Employee Relations

• Provide strategic direction for the District's employee relations program.
• Advise administrators and leaders regarding complex employee relations matters, including performance concerns, conduct, workplace conflict, attendance, accommodations, and disciplinary actions.
• Ensure employee relations practices are consistent, fair, well-documented, and aligned with District policies and applicable law.
• Oversee complex and sensitive workplace investigations, including allegations of misconduct, harassment, discrimination, retaliation, and other workplace concerns.
• Establish investigation standards, protocols, documentation requirements, and quality controls.
• Partner with campus and department leaders to resolve workplace concerns proactively and appropriately.
• Identify trends in employee relations data and recommend interventions to reduce risk, improve engagement, and strengthen organizational effectiveness.
• Develop manager resources and training to strengthen leaders' capabilities in employee relations and performance management.

Employee Services

• Provide executive oversight of employee service functions and processes that support employees throughout the employment lifecycle. Functional oversight includes: Substitute Management, Leave Management, Employee Information Management, Customer Service Call Center
• Serve as the
• Establish service standards and performance expectations for employee-facing HR operations.
• Evaluate employee service delivery models and identify opportunities to improve efficiency, accessibility, responsiveness, and employee experience.
• Partner with HR teams and district departments to streamline processes, eliminate unnecessary administrative burden, and improve the employee experience.
• Develop and implement communication strategies to ensure employees and leaders understand HR policies, procedures, benefits, resources, and employment practices.
• Use employee feedback, service data, and operational metrics to identify opportunities for continuous improvement.
• Ensure employee services are delivered consistently across campuses, departments, and employee groups.

Policy, Compliance and Risk Management

• Provide leadership in the development, interpretation, implementation, and administration of District employment policies and procedures.
• Ensure employment practices comply with applicable federal, state, and local laws and regulations, as well as Board policies and collective bargaining agreements.
• Partner with legal counsel and District leadership to identify, assess, mitigate, and resolve employment-related risks.
• Monitor regulatory and legislative developments affecting public education employers and recommend appropriate action.
• Participate in policy review and development related to employee conduct, discipline, leave, accommodations, workplace behavior, and other employment matters.
• Maintain appropriate documentation and confidentiality related to sensitive employee and labor relations matters.

Leadership and Organizational Strategy

• Serve as a trusted strategic advisor to the Chief Talent Officer, senior leadership team, principals, and department leaders.
• Translate District priorities into effective HR, labor relations, and employee service strategies.
• Lead, develop, coach, and evaluate HR professionals and other assigned staff.
• Establish clear performance expectations, accountability measures, and professional development plans for the team.
• Foster a culture of collaboration, professionalism, inclusion, accountability, and customer service.
• Build strong partnerships with campus leaders, central office departments, employee organizations, and community stakeholders.
• Represent the Human Resources department and District at internal and external meetings, hearings, negotiations, professional associations, and other forums as assigned.
• Promote data-informed decision-making and use workforce analytics to identify trends, risks, and opportunities.

Required Knowledge, Skills and Abilities

• Advanced knowledge of labor relations, collective bargaining, employee relations, and public-sector employment practices.
• Strong understanding of federal and state employment laws applicable to public education.
• Demonstrated expertise in grievance administration, contract interpretation, investigations, disciplinary processes, and conflict resolution.
• Exceptional negotiation, mediation, communication, and interpersonal skills.
• Ability to manage highly confidential, sensitive, and potentially contentious matters with discretion and sound judgment.
• Strong analytical and problem-solving capabilities.
• Ability to interpret complex policies, contracts, laws, and regulations and translate them into practical guidance for leaders.
• Demonstrated ability to influence senior leaders and build credibility across diverse stakeholder groups.
• Strong organizational, project management, and decision-making skills.
• Ability to lead through complex organizational change and competing priorities.
• Commitment to equitable, consistent, and respectful employee practices.
• Strong written and verbal communication skills, including the ability to communicate effectively with employees, administrators, executives, and employee representatives.

MINIMUM QUALIFICATIONS STANDARDS:

• Bachelor's or Master degree from an accredited college or university in Labor Relations, Human Resources, Business Administration, Public Administration, Education, Organizational Psychology, or a related field.
• Seven (7) or more years of progressively responsible experience in human resources, labor relations, employee relations, or a related field.
• Experience working in a public-sector, governmental, or K-12 education environment.
• Experience with public-sector labor laws and regulations.
• Demonstrated experience leading labor relations, collective bargaining, employee relations, or comparable employment functions.
• Experience managing collective bargaining relationships and multiple bargaining units.
• Experience advising senior leaders and managers on complex employee and labor relations matters.
• Experience leading or managing professional HR staff.
• Experience leading HR transformation, employee experience, or shared-services initiatives.
• Professional HR certification such as SHRM-SCP, SPHR, or comparable certification.
• Experience using HR analytics and workforce data to inform organizational decisions.

Leadership Competencies

The successful candidate will demonstrate:

• Strategic Leadership - Connects labor relations and employee services strategies to the District's broader mission and workforce priorities.
• Executive Presence - Demonstrates credibility, confidence, professionalism, and sound judgment when advising senior leaders and navigating complex issues.
• Negotiation & Influence - Builds productive relationships while effectively advocating for the District's interests.
• Conflict Resolution - Approaches difficult situations objectively and develops practical, sustainable solutions.
• Integrity & Discretion - Handles highly confidential information and sensitive matters with exceptional professionalism.
• Employee-Centered Leadership - Balances organizational needs with a commitment to respectful, equitable, and responsive employee service.
• Change Leadership - Leads teams and stakeholders through policy, process, organizational, and cultural change.
• Accountability - Establishes clear expectations, measures outcomes, and holds self and others accountable for results.
• Collaboration - Builds effective partnerships across campuses, departments, employee groups, and leadership levels.

Working Conditions

• Work is primarily performed in a professional office and school district environment.
• Regular interaction with employees, administrators, executive leadership, employee organizations, and external partners.
• May require attendance at evening meetings, negotiation sessions, hearings, board meetings, or other District events.
• May require travel between District campuses and facilities.
• Position requires the ability to manage periods of high activity, competing priorities, and sensitive or time-critical matters.