labor relations manager

Columbia University

<div><ul><li>Job Type: Officer of Administration</li>
<li>Regular/Temporary: Regular</li>
<li>Hours Per Week: 35</li>
<li>Salary Range: $95,000 - $110,000</li>
</ul><div>The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.</div>

Position Summary

The Manager of Labor Relations will work with the Labor Relations team to ensure that the strength and quality of relations with represented employees advance the University's overall strategic goals and reflect sound principles of human resources management. The incumbent will be responsible for ensuring the consistent interpretation of the various Collective Bargaining Agreements, as well as promoting a positive relationship with the bargaining unit employees and the bargaining units. The Manager, Labor Relations will administer labor relations matters in accordance with labor and employment law, regulatory requirements and University policy.

Responsibilities
<ul>
<li>Serves as a resource and point of contact to management and local HR on issues that arise in the workplace by interpreting, applying, and administering University policies and labor contracts.</li>
<li>Ensures legal/contractual compliance throughout the University while maintaining positive relations between the University and the bargaining units.</li>
<li>Handles grievances and ensures consistency with the application of disciplinary actions.</li>
<li>Assists in the development of labor strategy; participates in union negotiation.</li>
<li>Collaborates with cross-functional teams (Benefits, Payroll, HR Client Managers) to accurately and timely resolve grievances.</li>
<li>Tracks and maintains all relevant issues for grievance resolution and contract negotiations.</li>
</ul>
Minimum Qualifications
<ul>
<li>Bachelor's degree plus a minimum of 4 years of progressive experience in labor relations.</li>
</ul>
Preferred Qualifications
<ul>
<li>JD or LLM degree preferred. Experience within a multi-union environment is strongly preferred.</li>
</ul>
Other Requirements
<ul>
<li>Knowledge of labor and employment law is essential.
</li>
<li>Working knowledge and application of applicable laws and government regulations including those pertaining to labor law.
</li>
<li>Advanced communication skills both oral and written required.
</li>
<li>Strong negotiating and decision-making skills, including working with ambiguity, resolving complex problems, and having composure in difficult situations.
</li>
</ul>Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.</div>

Manager, Labor Relations

Vail Resorts

<div>Our mission is to create the Experience of a Lifetime for our employees, so they can, in turn, create the Experience of a Lifetime for our guests. We own and operate the most renowned destination resorts in the world as well as regional and local ski areas outside major cities, and connect them all through one unrivaled network. We are looking for ambitious leaders, innovators and creators to join our talented team. If you&rsquo;re ready to pursue your fullest potential, we want to get to know you! 
Candidates for year-round positions are reviewed on a rolling basis. Applications will be accepted up to 90 days after the posting date, or until the position is filled (whichever is first). 
Job Summary:
The Senior Manager, Proactive Labor Relations oversees the labor relations management system in service of the organization&rsquo;s proactive labor relations strategy, ensuring disciplined, consistent execution across the enterprise. This role is accountable for governance of core labor relations processes so that collective bargaining agreements are administered accurately, grievances are addressed effectively, shifts in the broader environment are identified early, and the business is supported to drive proactive, constructive engagement with employees and union partners. As needed based on business priorities and resourcing, the role may also lead or support collective bargaining negotiations or labor campaigns. 
Working in close partnership with the Senior Director of Labor Relations, the HR team, and legal and business stakeholders, this role operationalizes enterprise labor priorities by integrating business needs, legal requirements, and employee experience considerations into day-to-day labor relations processes. Through strong system oversight, visibility, and follow-up, the role supports a positive, engaging workplace culture while minimizing disruption and supporting sustained business performance.<div> 
Job Specifications:
<ul><li>Starting Wage: $130,000 - $140,000 + annual bonus
</li><li>Employment Type: Year Round
</li><li>Shift Type: Full Time hours</li><li>
Minimum Age: At least 18 years of age
</li><li>Housing Availability: No</li></ul></div> 
Job Responsibilities;<ul><li>
Labor Relations System Governance<ul><li>
Oversee the execution and ongoing effectiveness of labor relations management processes, including contract administration, grievance management, labor risk tracking, issue escalation, and as needed, contract negotiation and responses to union campaigns.</li><li>
Ensure collective bargaining agreements are interpreted and applied consistently across resorts, regions, and functions. 
</li><li>
Maintain clear governance, roles, and expectations for labor relations processes to support consistent execution at scale.</li><li>
Identify opportunities to strengthen labor relations infrastructure, tools, and standard operating procedures.</li></ul></li><li>
Grievance &amp; Issue Management Oversight<ul><li>
Ensure grievances are assessed, investigated, and responded to in a timely, thorough, and consistent manner.</li><li>
Provide guidance and structure to HR and operational leaders on grievance handling, documentation, and resolution approaches.</li><li>
Under the direction of the Senior Director of Labor Relations, and in coordination with Legal Counsel, support arbitration preparation, case strategy, and follow through.</li><li>
Monitor grievance activity and outcomes to identify trends, root causes, and opportunities for proactive intervention.</li></ul></li><li>
Labor Risk Identification &amp; Mitigation<ul><li>
Identify emerging labor risks through management collaboration, analysis of grievance data, workforce trends, operational changes, and employee feedback.</li><li>
Support development and execution of mitigation strategies to address risks before and as they escalate.</li><li>
Support labor continuity and contingency planning, as appropriate.</li></ul></li><li>
Business &amp; Field Enablement<ul><li>
Support field leaders by providing structured labor relations guidance aligned to enterprise strategy.</li><li>
Assist leaders in navigating labor considerations related to operational decisions, workforce changes, and employee engagement efforts.</li><li>
Enable proactive engagement with union partners by supporting preparation, issue tracking, and follow up.</li><li>
Reinforce consistent labor relations practices across locations while recognizing operational nuance to drive strategic solutions.</li></ul></li><li>
Collective Bargaining Support<ul><li>
Support bargaining preparation, including data analysis, issue tracking, and coordination of inputs.</li><li>
Assist with bargaining execution and post-bargaining follow through to ensure commitments, timelines, and outcomes are clearly tracked and implemented.</li><li>
Support ongoing administration of negotiated agreements to ensure alignment between negotiated intent and day-to-day application.</li><li>
Participate in, support, and lead components of bargaining as needed.</li></ul></li></ul> 
Job Requirements:<ul><li>
Bachelor&rsquo;s degree in Human Resources, Labor Relations, Law, Business Administration, and/or related field.</li><li>
At least 5 years of progressive HR systems management experience, or HR Business Partner experience including labor relations experience and exposure to contract management, bargaining and arbitration.</li><li>
Demonstrated experience administering collective bargaining agreements and managing labor relations processes.</li><li>
Strong understanding of labor laws and labor relations best practices.</li><li>
Ability to partner effectively with HR, legal, and operational leaders in a complex, geographically distributed organization.</li><li>
Strong judgment, analytical capability, and communication skills.</li></ul> 
Role Expectations<ul><li>
Execution focused and systems oriented 
</li><li>
Strong business and operations orientation 
</li><li>
Proactive, risk aware, and disciplined in approach</li><li>
Collaborative and credible with HR, operations, legal, and labor stakeholders</li><li>
Data informed and improvement minded</li></ul> 
The expected Total Compensation for this role is $130,000 - $140,000 + annual bonus. Individual compensation decisions are based on a variety of factors. 
Job Benefits<ul><li>
Ski/Mountain Perks! Free passes for employees, employee discounted lift tickets for friends and family AND free ski lessons
</li><li>MORE employee discounts on lodging, food, gear, and mountain shuttles</li><li>
401(k) Retirement Plan
</li><li>Employee Assistance Program</li><li>
Excellent training and professional development</li></ul>
Full Time roles are eligible for the above, plus:<ul><li>
Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans (for eligible seasonal employees after working 500 hours)</li><li>
Free ski passes for dependents</li><li>
Critical Illness and Accident plans</li></ul> 
Vail Resorts offers a &lsquo;Hybrid&rsquo; work environment where employees living within 50 miles of the Broomfield office work on-site Tuesday, Wednesday, Thursday and have flexibility to work off-site on Mondays and Fridays. Employees living outside of a commutable distance can work remotely from British Columbia, Washington D.C., and the 16 U.S. states* in which we currently operate. This includes: California, Colorado, Indiana, Michigan, Minnesota, Missouri, New Hampshire, New York, Nevada, Ohio, Pennsylvania, Utah, Vermont, Washington State, Wisconsin, and Wyoming. 
Please note that the ability to work in person or off-site, and the particulars related to such work, are subject to change at any time; and, accordingly, the Company reserves the right to change its policies and/or require in-person/in-office work or off-site work at any time in its sole discretion. 
In completing this application, and when submitting related documentation, applicants may redact information that identifies their age, date of birth, and/or dates of attendance at or graduation from an educational institution. 
We follow all federal, state, and local laws including restrictions on child/minor labor. Minors hired into this position will not be asked or permitted to engage in any activities restricted to adult workers. 
Vail Resorts is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or any other status protected by applicable law. 
Requisition ID 514233 
Reference Date: 04/07/2026 
Job Code Function: Employee Relations</div>

Senior Manager, Proactive Labor Relations

<div>Our mission is to create the Experience of a Lifetime for our employees, so they can, in turn, create the Experience of a Lifetime for our guests. We own and operate the most renowned destination resorts in the world as well as regional and local ski areas outside major cities, and connect them all through one unrivaled network. We are looking for ambitious leaders, innovators and creators to join our talented team. If you&rsquo;re ready to pursue your fullest potential, we want to get to know you! 
Candidates for year-round positions are reviewed on a rolling basis. Applications will be accepted up to 90 days after the posting date, or until the position is filled (whichever is first). 
Job Summary:
The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the organization&rsquo;s proactive labor relations strategy. The role integrates business priorities, legal requirements, and employee experience outcomes to foster a positive, engaging, and high‑performance workplace culture. To enable strategic alignment and decisive action, the Senior Director facilitates and leads an enterprise executive labor relations steering committee that establishes organizational labor priorities. Serving as a strategic advisor to senior leadership and a business partner to resort operations leaders, the role cultivates collaborative relationships across union and non‑union environments, including with union representatives and members, while overseeing labor relations operations and sustained follow‑through across all employee groups.<div> 
Job Specifications:
</div><div><ul><li>Starting Wage: $175,000 - $195,000 + annual bonus + equity
</li><li>Employment Type: Year Round
</li><li>Shift Type: Full Time hours</li><li>
Minimum Age: At least 18 years of age
</li><li>Housing Availability: No</li></ul> 
Job Responsibilities:<h4 class="jobSectionHeader">
Enterprise-wide Labor Relations Strategy &amp; Leadership</h4><ul><li>
Lead the cross-functional enterprise team responsible for identifying, planning, executing and continuously improving the proactive labor relations strategies aligned with business objectives.</li><li>
Build and maintain a positive, engaging workplace culture that enhances employee experience, minimizes conflict and strengthens organization performance. Partner with senior leadership, HR teams and legal counsel to identify and address workplace trends, ensuring a collaborative and high-accountability environment.</li><li>
Analyze employee feedback, workforce data, and labor trends to proactively address potential concerns before they escalate.</li><li>
Use data-driven forecasting to identify potential shifts in dynamics and develop preemptive mitigation strategies.</li><li>
Partner with HR business leaders and resort operations leaders to assess and enhance leadership capability to lead effectively in both non-unionized and unionized environments.</li></ul><h4 class="jobSectionHeader">
Collective Bargaining and Contract Management</h4><ul><li>
Partner with Legal on enterprise bargaining strategy, supporting bargaining by assessing organizational readiness, synthesizing workforce and operational data, aligning negotiation posture to business priorities and the proactive labor relations strategy, and potentially participating in bargaining.</li><li>
Enable bargaining teams by coordinating inputs across HR, Operations, Finance, and Communications to ensure data, resources, and decision frameworks are aligned before and during negotiations.</li><li>
Serve as the enterprise integrator for labor relations workstreams during proactive reviews and active bargaining, connecting Legal‑led negotiations to the HR operating model, field support, and PLR priorities.</li><li>
Oversee contract administration governance, ensuring collective bargaining agreements are interpreted and applied consistently through clear standards, tools, and field guidance.</li><li>
Partner with Legal and Operations on grievances and arbitration, aligning legal strategy, labor risk management, and operational considerations, and supporting preparation and follow‑through.</li><li>
Maintain enterprise visibility and tracking for contract‑related activity&mdash;including grievances, arbitration, and work stoppage risk&mdash;to support disciplined escalation and decision‑making.</li><li>
Support work stoppage readiness by partnering with Legal and Operations to integrate contingency planning into enterprise labor risk management and business continuity efforts.</li></ul><h4 class="jobSectionHeader">
Resort Business Partnership</h4><ul><li>
Take a consultative, solutions-oriented business partner approach to labor relations by building strong relationships with field operations leaders and HR partners.</li><li>
Provide practical guidance that balances operational needs with contract requirements, compliance obligations, and labor management</li></ul><h4 class="jobSectionHeader">
Executive Steering Committee Leadership</h4><ul><li>
Facilitate an executive labor steering committee to ensure strategic alignment on labor priorities, risks, and mitigation plans.</li><li>
Prepare executive-level materials and insights, and drive accountability and follow-through on aligned actions.</li></ul><div><h3 class="jobSectionHeader">
</h3><h3 class="jobSectionHeader">
Job Requirements:</h3></div><ul><li>
Bachelor&rsquo;s degree in Human Resources, Labor Relations, Law, or a related field.</li><li>
Minimum 8 years of progressive experience and demonstrated effectiveness in integrated talent and business strategy development and execution with direct accountability to labor relations, preferably in a multi-union environment with both non-union and union workforces.</li><li>
Proven experience in negotiating collective bargaining agreements and managing union relationships; arbitration advocacy experience preferred.</li><li>
Strong business acumen, analytical skills and problem-solving abilities.</li><li>
Demonstrated success operating as a trusted advisor and partner to field operations leaders in a collaborative labor relations environment.</li></ul><div> 
Role Expectations</div><ul><li>
Proactive, execution-focused labor relations leader</li><li>
Strong business partnership mindset with operations orientation</li><li>
Collaborative and credible with union and management stakeholders</li><li>
Data-driven, risk-aware decision maker</li><li>
Effective facilitator with executive presence</li></ul></div> 
The expected Total Compensation for this role is $175,000 - $195,000 + annual bonus + equity. Individual compensation decisions are based on a variety of factors. 
Job Benefits<ul><li>
Ski/Mountain Perks! Free passes for employees, employee discounted lift tickets for friends and family AND free ski lessons
</li><li>MORE employee discounts on lodging, food, gear, and mountain shuttles</li><li>
401(k) Retirement Plan
</li><li>Employee Assistance Program</li><li>
Excellent training and professional development</li></ul>
Full Time roles are eligible for the above, plus:<ul><li>
Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans (for eligible seasonal employees after working 500 hours)</li><li>
Free ski passes for dependents</li><li>
Critical Illness and Accident plans</li></ul> 
Vail Resorts offers a &lsquo;Hybrid&rsquo; work environment where employees living within 50 miles of the Broomfield office work on-site Tuesday, Wednesday, Thursday and have flexibility to work off-site on Mondays and Fridays. Employees living outside of a commutable distance can work remotely from British Columbia, Washington D.C., and the 16 U.S. states* in which we currently operate. This includes: California, Colorado, Indiana, Michigan, Minnesota, Missouri, New Hampshire, New York, Nevada, Ohio, Pennsylvania, Utah, Vermont, Washington State, Wisconsin, and Wyoming. 
Please note that the ability to work in person or off-site, and the particulars related to such work, are subject to change at any time; and, accordingly, the Company reserves the right to change its policies and/or require in-person/in-office work or off-site work at any time in its sole discretion. 
In completing this application, and when submitting related documentation, applicants may redact information that identifies their age, date of birth, and/or dates of attendance at or graduation from an educational institution. 
We follow all federal, state, and local laws including restrictions on child/minor labor. Minors hired into this position will not be asked or permitted to engage in any activities restricted to adult workers. 
Vail Resorts is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or any other status protected by applicable law. 
Requisition ID 514244 
Reference Date: 04/09/2026 
Job Code Function: Talent Development</div>

Senior Director, Labor Relations

Complete Care Management

<div>Complete Care Management is seeking an experienced and strategic Director of Labor Relations to lead and strengthen our labor relations strategy across our growing network of skilled nursing and healthcare facilities. This individual will play a critical role in managing union relationships, leading negotiations, and guiding leadership teams through complex labor matters.
The ideal candidate is confident, assertive, and highly knowledgeable in labor law and union environments, with the ability to navigate challenging conversations, protect organizational interests, and maintain productive working relationships.<h3 class="jobSectionHeader">
Key Responsibilities</h3><ul><li>
Lead the development and execution of Complete Care&rsquo;s labor relations strategy across multiple states and facilities.</li><li>
Serve as the organization&rsquo;s primary expert on union relations, collective bargaining agreements, and labor law compliance.</li><li>
Partner closely with HR and Operations leadership to manage day-to-day labor relations matters including grievances, disciplinary issues, investigations, and contract interpretation.</li><li>
Provide strategic guidance to facility leadership teams on union interactions, employee relations concerns, and contract compliance.</li><li>
Lead and support collective bargaining negotiations, working directly with senior leadership to prepare strategy, proposals, and negotiation plans.</li><li>
Analyze labor trends, grievances, and arbitration risks to proactively develop solutions and reduce organizational exposure.</li><li>
Represent the organization during grievance hearings, labor meetings, and arbitration proceedings as needed.</li><li>
Support training for HR and operational leaders on effective union management and labor relations best practices.</li><li>
Maintain strong documentation and ensure adherence to all state and federal labor regulations.</li></ul><h3 class="jobSectionHeader">
Qualifications</h3><ul><li>
Bachelor&rsquo;s degree in Human Resources, Labor Relations, Business Administration, or related field (Master&rsquo;s degree or JD preferred).</li><li>
7+ years of labor relations experience, preferably in healthcare, long-term care, or other unionized environments.</li><li>
Demonstrated success leading collective bargaining negotiations and managing union relationships.</li><li>
Strong knowledge of NLRA, grievance procedures, and arbitration processes.</li><li>
Ability to remain calm, strategic, and assertive in high-pressure negotiations and labor disputes.</li><li>
Excellent communication, leadership, and conflict-resolution skills.</li><li>
Experience partnering with multi-site operational leadership teams.</li></ul><h3 class="jobSectionHeader">
Why Join Complete Care</h3>
Complete Care Management operates a growing network of skilled nursing and healthcare facilities across multiple states. Our leadership team is committed to building strong operational support and strategic infrastructure that empowers our facilities to succeed. 
#LI-LA1
#CC2024</div>

Director of Labor Relations

Search 10000+ Labor relations manager jobs near you this April. New roles added regularly across leading industries. Apply today.

10000 labor relations manager jobs Near Me

Manager, Labor Relations

Senior Manager, Proactive Labor Relations

Senior Director, Labor Relations

Senior Manager, Proactive Labor Relations

Senior Manager, Proactive Labor Relations

Director of Labor Relations

Senior Director, Labor Relations