The Director will serve as a trusted partner to employees, managers, and senior leadership, providing strategic guidance on evolving workforce needs. As ALA's primary HR liaison with union representatives, the Director will foster constructive labor relations and support a fair, consistent, and effective workplace for both union and nonunion staff.
Responsibilities include:- Developing and guiding HR policies and practices to ensure consistent, equitable application and alignment with employment laws and the collective bargaining agreement.
- Leading labor relations, including contract interpretation and administration, labor-management meetings, grievances, and support for collective bargaining in coordination with labor counsel.
- Guiding the resolution of employee relations matters, including complaints, workplace investigations, coaching, progressive discipline, and separations; coordinating with employment counsel as appropriate.
- Providing strategic direction for compensation and benefits, including collectively bargained provisions, to support competitive, equitable programs and organizational goals.
- Establishing equitable recruitment, selection, placement, promotion, and transfer practices that comply with applicable collective bargaining provisions.
- Advancing organizational development, employee learning, and manager training in performance management, employee relations, and contract administration.
- Ensuring effective HRIS operations, system security, accurate reporting, and data integrity, including the maintenance of employment records and employee status changes.
- Overseeing HR communications to keep employees and managers informed about policies, benefits, workplace expectations, and collectively bargained programs or changes.
- Maintaining employment compliance and ensuring timely completion of required filings, including EEO-1, ACA reporting, and Form 5500, and distribution of required employee notices.
- Leading staff development and establishing training programs that strengthen employee skills, support manager effectiveness, and address organizational needs.
- Developing employee orientation to introduce new staff to ALA's mission, culture, policies, and workplace practices.
- Supervising, developing, and evaluating HR staff; developing and administering the HR budget and monitoring departmental expenses.
- Advising the CFO and senior leadership on significant HR and labor matters and collaborating with Finance, legal counsel, benefit providers, and external consultants.
This is a regular full-time position based in our Chicago office.
ALA staff are currently working on a hybrid schedule. Please note that although we have a generous telecommuting policy for our employees, we do not have fully remote positions outside of our workplace sites.
Salary & BenefitsStarting salary is negotiable from
$120k based on relevant experience. ALA offers an excellent benefits package that includes flexible work schedules, medical and dental coverage, generous paid time off, retirement annuity, and a 35-hour work week. You may also qualify for the Public Service Loan Forgiveness Program (PSLF).
For Consideration
Apply online including a cover letter and resume at https://www.ala.org/aboutala/contactus/workatala
Requirements- Minimum of 10 years of progressively responsible human resources experience.
- Minimum of five years of experience as a senior human resources executive in a union-based environment.
- Master's degree in Human Resources or equivalent.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
- Working knowledge of federal and Illinois employment and labor laws, including NLRA, FLSA, FMLA, ADA, Title VII, ERISA, COBRA, and ACA.
- Experience administering collective bargaining agreements, managing grievances, and supporting collective bargaining and constructive labor-management relations.
- Experience conducting workplace investigations and advising managers on employee relations and performance management.
- Ability to supervise and develop HR staff, exercise sound judgment, and handle sensitive information confidentially.
- Proficiency with HRIS and payroll systems and HR reporting.
- Budget development and expense management skills.
- Strong communication, relationship-building, and problem-solving skills, with the ability to work effectively with employees, managers, union representatives, and legal counsel.
Preferred but not requiredExperience with UKG.
