Title:Senior Manager, Labor Relations & Workforce Strategy

Manager:SVP, Transport Operationsand SVP, People
Location: West Berlin, NJ with regular travel throughout New York, New Jersey, Pennsylvania, and other assigned markets 
Employment Type: Full-time, Exempt 
Salary Range: $125,000–$135,000 
Benefits: Medical, Dental, and Vision with company contribution; Paid Time Off; 401(k) 

Position Summary 

The Senior Manager, Workforce & Labor Relations serves as the primary workforce relations advisor to Transport Operations leadership, helping operational leaders strengthen employee engagement, enhance leadership effectiveness, navigate labor relations matters, and foster a positive workplace culture across assigned markets. 

Reporting directly to the Senior Vice President, Transport Operations, this highly visible role partners closely with Operations leadership to identify workforce challenges, improve organizational effectiveness, and implement proactive strategies that support both employees and the business. 

The position works collaboratively with the People Department, Legal, Compliance, and other corporate Centers of Excellence to ensure workplace matters are managed consistently, employment practices remain aligned with company policies, and operational leaders receive timely guidance on complex workforce issues. 

This role serves as a strategic advisor to Operations while supporting enterprise workforce initiatives through collaboration, partnership, and sound business judgment. 

As DocGo continues to grow in complex labor environments, this position will support unionized and non-union workforces, identify risks before they escalate, and drive employee engagement efforts that improve retention, trust, and organizational performance. 

Essential Duties & Responsibilities 

Workforce Relations & Leadership Support 

• Serve as the primary workforce relations advisor to Transport Operations leadership across assigned markets.  

• Partner with operational leaders to proactively identify workforce challenges, organizational risks, and opportunities to improve the employee experience.  

• Coach leaders through complex workplace situations, performance conversations, conflict resolution, employee engagement, and organizational change.  

• Recommend practical solutions that balance operational effectiveness, employee experience, and organizational objectives.  

• Promote consistent leadership practices and reinforce company values throughout the organization.  

• Collaborate with the People department and other corporate partners to ensure workplace matters are addressed appropriately and consistently. 

Labor Relations 

• Serve as the operational lead supporting labor-management initiatives across unionized workforces.  

• Represent Operations during grievance meetings, labor-management meetings, collective bargaining activities, and other labor-related discussions, as appropriate.  

• Partner closely with the People department, Legal, and executive leadership to prepare operational leaders for collective bargaining, grievance administration, and represented employee matters.  

• Develop proactive labor relations strategies that strengthen management readiness and improve labor-management relationships.  

• Monitor labor trends and recommend operational strategies that reduce organizational risk while promoting positive employee relations.  

• Support implementation of collective bargaining agreements and negotiated operational initiatives. 

Leadership Development & Manager Effectiveness 

• Build leadership capability by coaching managers on employee communication, accountability, performance management, conflict resolution, and leadership effectiveness.

• Design andfacilitateleadership workshops that strengthen supervisory skills, employee engagement, labor awareness, and workplace communication. 

• Develop practical leadership tools, resources, and best practices that enable managers to confidently address workforce challenges.

• Partner withthe People Departmentto support leadership development initiatives across the Transport division.

Employee Engagement &OrganizationalEffectiveness

• Partner with operational leaders to improve employee engagement, workplace culture, and organizational effectiveness.

• Conduct market visits, listening sessions, and leadership meetings to better understand workforce concerns and identify opportunities for improvement.

• Analyze employee feedback, engagement trends, turnover, absenteeism, and operational metrics toidentifyorganizational opportunities. 

• Recommend and support initiatives that improve communication, retention, morale, and employee experience across operational markets.

• Lead initiatives that strengthen frontline leadership visibility and employee trust.

StrategicBusinessPartnership

• Serve as a trusted advisor to executive operational leadershipregardingworkforce strategy, organizational effectiveness, and labor relations. 

• Support organizational change initiatives by helping leaders effectively communicate and implement workforce-related changes.

• Partner with Human Resources, Legal, Safety, Compliance, Talent Acquisition, Payroll, Benefits, Learning & Development, and other Centers of Excellence to implement enterprise initiatives within Transport Operations.

• Facilitate cross-functional collaboration to ensure operational prioritiesremainaligned with company policies and enterprise objectives.

• Identifyemerging workforce risks and recommend proactive solutions that support long-term organizational success.

Workforce Analytics &ContinuousImprovement 

• Monitor workforce trends involving turnover, engagement, labor activity, employee feedback, corrective action trends, and organizational effectiveness.

• Develop reports and executive summaries highlighting workforce trends, organizational risks, and opportunities for operational improvement.

• Recommend data-driven initiatives that strengthen leadership effectiveness, employee engagement, and workforce stability.

• Measure the effectiveness of workforce initiatives and recommend continuous improvements.

• Performs other duties as assigned

Required Qualifications

• Bachelor's degree in human resources, Labor Relations, Business Administration, Industrial Relations, Organizational Development, orarelatedfield.

• 7+ years ofprogressive experience in employee relations, labor relations, operations leadership, organizational development, or workforce strategy.

• Experience supporting multi-site or multi-state operations.

• Demonstrated experience advising senior operational leaders on complex workforce matters.

• Experience working in unionized environments, including grievance administration, labor-management meetings, collective bargaining preparation, or labor strategy.

• Strong knowledge of employment laws, labor relations principles, and leadership development.

• Excellent facilitation, communication, negotiation, and relationship-building skills.

Preferred Qualifications

• Master's degree in Human Resources, Labor Relations, Business Administration, Industrial Relations, Organizational Development, or related discipline.

• SHRM-SCP, SPHR, or other relevant professionalcertification.

• Healthcare, EMS, transportation,logistics, or other highly regulated industry experience.