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LABOR & EMPLOYEE RELATIONS SPECIALIST - STAFF
GRADE LEVEL: 52
DEPARTMENT : Human Resources
STARTING SALARY: $70.100 – $95,774 Salary is commensurate with experience
JOB FAMILY SUMMARY PURPOSE:
The Labor & Employee Relations Specialist supports day-to-day labor and employee relations activities and partners closely with the Labor & Employee Relations Manager to provide consistent case management, contract administration, and advisory support. This role primarily handles routine to complex investigations involving harassment, discrimination, misconduct, and retaliation; manages grievances governed by the Collective Bargaining Agreement; assists with arbitration preparation; supports negotiation cycle activities; and maintains accurate case documentation and reporting.
Supports daily labor and employee relations activities, partnering with the manager to handle case management, investigations, contract administration, and negotiation support while maintaining accurate documentation and reporting.
EDUCATION:
Bachelor’s degree from an accredited college or university in Business, Human Resources, Labor Relations or a related field; or an equivalent combination of training and experience.
EXPERIENCE:
3 years or more of relevant experience required; level will be determined based on total years of experience.
MINIMUM KNOWLEDGE, SKILLS & ABILITIES:
- Demonstrated experience supporting employee relations and/or labor relations work, including documentation, case tracking, and support for complex investigations.
- Working knowledge of collective bargaining agreements (CBAs) and/or HR policies, with the ability to apply guidance consistently and escalate issues when appropriate.
- Ability to identify systemic employee relations issues, recommend policy or process improvements, and support culture-related initiatives.
- Basic knowledge of bargaining strategy, economic costing, and scenario planning, with the ability to track contract renewals and support pattern bargaining activities.
- Strong written communication skills, including the ability to prepare case notes, summaries, and correspondence with a high level of accuracy and attention to detail.
- Ability to handle sensitive and confidential matters with discretion, including the appropriate management of digital evidence.
ESSENTIAL JOB FUNCTIONS:
- Manages grievance intake, documentation, meeting coordination, and follow-up actions; draft summaries and maintain case files in accordance with timelines and standards.
- Manages complex investigations by planning, gathering documents, preparing interview outlines, summarizing notes, and tracking corrective action steps under manager direction.
- Assist with arbitration preparation by organizing exhibits, compiling records, coordinating schedules, and supporting witness/evidence logistics.
- Receive, triage, and resolve routine employee relations concerns (e.g., attendance, conduct, policy questions) using standard tools and guidance; escalate higher-risk matters.
- Coach managers on documentation, feedback, progressive discipline and Performance Improvement Plans (PIPs).
- Assist with preparation for each contract term by organizing proposals, maintaining bargaining documentation, capturing meeting notes, and supporting costing/data requests.
- Develop, revise, and oversee workplace policies (conduct, attendance, remote work, social media, AI use) to ensure consistent application.
- Provide day-to-day guidance to managers and partners on CBA provisions and policies.
- Coordinate training logistics, maintain training materials, and deliver portions of training (as assigned) to reinforce consistent practices.
- Maintain case records in the investigation/case management system; support digital evidence collection and retention; run standard reports and assist with trend analysis.
- Partner with Legal and Compliance on high-risk matters to mitigate litigation risk and ensure defensible processes, thorough documentation, and effective support for bargaining strategy, ULPs, arbitrations, NLRB matters, information requests, and election campaigns.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c).
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