Labor Relations Director Jobs
Labor Relations Director jobs are open across manufacturing, healthcare, education, transportation, and government, at every level from senior manager to chief human resources officer, with specializations in collective bargaining, grievance arbitration, and union contract administration. Find a role that fits from the openings below and apply directly.
Find Labor Relations Director JobsOverview
Showing 5 of 27+ Labor Relations Director jobs
Major Responsibilities
- Labor Relations Execution – Maintain a strong, visible presence across assigned hospitals and facilities through site visits, listening sessions, and leader engagements to assess labor relations climate, build trust, and identify emerging risks.
- Site Assessments & Action Planning – Conduct structured labor relations and engagement risk assessments and partner with PCBPs and operations leaders to develop, execute, and monitor site-level action plans aligned to enterprise labor strategy.
- Trusted Advisor to Hospital and Operations Leadership – Influence decision-making of hospital Presidents and leadership teams by providing expert consultation on the teammate impact of business initiatives, organizational changes, and risk factors.
- Labor Risk Prevention & Escalation – Implement enterprise labor risk prevention strategies locally, identify early signs of cultural breakdowns or organizing activity, and escalate risks to the Labor Relations Lead while supporting coordinated response efforts.
- Leader Training & Capability Building – Deliver labor relations and positive employee relations training to hospital leaders, supervisors, and managers to build competence in conflict resolution, communication, and compliance.
- Partnership with P&C and Operations – Work closely with PCBPs, Operations, Compliance, and Legal partners to ensure consistent application of labor relations practices, policies, and employment law at the site level.
- Change Management Support – Advise site leaders on labor-sensitive operational and organizational changes, ensuring alignment with enterprise guidance and thoughtful execution that protects trust, engagement, and compliance.
- Data & Insights – Track site-level trends related to engagement, grievances, turnover, and labor risk indicators; provide actionable insights and feedback to the Labor Operations Lead to inform enterprise strategy refinement.
- CBA & Union Relationship Support – Administer collective bargaining agreements to ensure consistent interpretation and compliance and manage day-to-day union relationships while escalating complex labor matters in alignment with enterprise labor strategy.
- Ethics & Compliance – Ensure all labor relations practices adhere to the organization’s Code of Ethical Conduct, federal/state regulations, and internal policies.
Minimum Job Requirements
Education
Bachelor’s Degree or equivalent experience.
Certification / Registration / License
None specified.
Experience
7+ years of experience in human resources, employee relations, or labor relations, with at least 5+ years’ experience specifically in labor and positive teammate relations.
Knowledge / Skills / Abilities
- A solid understanding of labor relations, employee relations, and human resources practices.
- Familiarity with federal and state labor laws and regulations.
- Knowledge of conflict resolution and negotiation techniques.
- Strong analytical and problem-solving skills to assess labor relations risks and develop action plans.
- Excellent communication and interpersonal skills to effectively interact with hospital leadership, HRBPs, and teammates; ability to build trust quickly in the field.
- Proficiency in delivering training and development programs to build leadership capabilities.
- Ability to influence decision-making and provide expert consultation on labor relations matters.
- Capability to conduct site visits and assessments to identify engagement and labor relations risks.
- Ability to implement proactive strategies to reduce organizing vulnerability and support a positive workplace culture.
- Competence in tracking and analyzing site-level trends to identify areas of concern and escalate risks appropriately.
- Strong ethical conduct and compliance with organizational policies and regulations.
Physical Requirements and Working Conditions
Willingness and ability to travel 70% of the time across assigned hospitals and facilities.
Preferred Job Requirements
Education
None specified.
Experience
- Experience in healthcare or similarly complex, regulated industries strongly preferred.
- Demonstrated experience in leading labor campaigns.
Knowledge / Skills / Abilities
None specified.
All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities.
This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.
Major Responsibilities
- Labor Relations Execution – Maintain a strong, visible presence across assigned hospitals and facilities through site visits, listening sessions, and leader engagements to assess labor relations climate, build trust, and identify emerging risks.
- Site Assessments & Action Planning – Conduct structured labor relations and engagement risk assessments and partner with PCBPs and operations leaders to develop, execute, and monitor site-level action plans aligned to enterprise labor strategy.
- Trusted Advisor to Hospital and Operations Leadership – Influence decision-making of hospital Presidents and leadership teams by providing expert consultation on the teammate impact of business initiatives, organizational changes, and risk factors.
- Labor Risk Prevention & Escalation – Implement enterprise labor risk prevention strategies locally, identify early signs of cultural breakdowns or organizing activity, and escalate risks to the Labor Relations Lead while supporting coordinated response efforts.
- Leader Training & Capability Building – Deliver labor relations and positive employee relations training to hospital leaders, supervisors, and managers to build competence in conflict resolution, communication, and compliance.
- Partnership with P&C and Operations – Work closely with PCBPs, Operations, Compliance, and Legal partners to ensure consistent application of labor relations practices, policies, and employment law at the site level.
- Change Management Support – Advise site leaders on labor-sensitive operational and organizational changes, ensuring alignment with enterprise guidance and thoughtful execution that protects trust, engagement, and compliance.
- Data & Insights – Track site-level trends related to engagement, grievances, turnover, and labor risk indicators; provide actionable insights and feedback to the Labor Operations Lead to inform enterprise strategy refinement.
- CBA & Union Relationship Support – Administer collective bargaining agreements to ensure consistent interpretation and compliance and manage day-to-day union relationships while escalating complex labor matters in alignment with enterprise labor strategy.
- Ethics & Compliance – Ensure all labor relations practices adhere to the organization’s Code of Ethical Conduct, federal/state regulations, and internal policies.
Minimum Job Requirements
Education
Bachelor’s Degree or equivalent experience.
Certification / Registration / License
None specified.
Experience
7+ years of experience in human resources, employee relations, or labor relations, with at least 5+ years’ experience specifically in labor and positive teammate relations.
Knowledge / Skills / Abilities
- A solid understanding of labor relations, employee relations, and human resources practices.
- Familiarity with federal and state labor laws and regulations.
- Knowledge of conflict resolution and negotiation techniques.
- Strong analytical and problem-solving skills to assess labor relations risks and develop action plans.
- Excellent communication and interpersonal skills to effectively interact with hospital leadership, HRBPs, and teammates; ability to build trust quickly in the field.
- Proficiency in delivering training and development programs to build leadership capabilities.
- Ability to influence decision-making and provide expert consultation on labor relations matters.
- Capability to conduct site visits and assessments to identify engagement and labor relations risks.
- Ability to implement proactive strategies to reduce organizing vulnerability and support a positive workplace culture.
- Competence in tracking and analyzing site-level trends to identify areas of concern and escalate risks appropriately.
- Strong ethical conduct and compliance with organizational policies and regulations.
Physical Requirements and Working Conditions
Willingness and ability to travel 70% of the time across assigned hospitals and facilities.
Preferred Job Requirements
Education
None specified.
Experience
- Experience in healthcare or similarly complex, regulated industries strongly preferred.
- Demonstrated experience in leading labor campaigns.
Knowledge / Skills / Abilities
None specified.
All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities.
This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.
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Find Labor Relations Director JobsLabor Relations Director Job Market
A snapshot from current openings nationwide, updated as new roles post.
Who's Hiring
- Delaware North9
- Advocate Aurora Health4
- Einstein Community Health Associates2
- Quest Diagnostics2
- City of New York1
Top Industries Hiring
- Healthcare & Medical Services10
- Food & Beverage8
- Agriculture & Farming3
- Education3
- Consulting & Professional Services1
What Employers Look For
The qualifications that appear most often in labor relations director jobs.
- Bachelor's or master's degree in labor relations, human resources, or employment law
- Demonstrated experience leading collective bargaining negotiations with recognized unions
- Working knowledge of the National Labor Relations Act and applicable state labor statutes
- Experience managing grievance procedures through arbitration at all steps
- Proficiency with HRIS platforms and labor contract management software
- Professional certification such as SPHR, PLRP, or equivalent credential preferred
Tips for Your Labor Relations Director Job Search
Quantify your bargaining outcomes concretely
Hiring managers want proof, not process. Frame your resume achievements around measurable results: contracts ratified, grievances resolved at step two before arbitration, or labor cost changes tied to agreements you negotiated. Vague language about 'managing relationships' won't move you forward.
Tailor applications to union density
A heavily unionized manufacturer and a partially organized healthcare system need very different skills. Read each posting for whether the role is primarily about active contract negotiations or building a non-union relations strategy, then mirror that language in your cover letter and resume summary.
Apply early to roles that fit
Migrate Mate lists labor relations director openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Earn a SPHR or PLRP before you apply
Many postings for this level screen for the Senior Professional in Human Resources credential or the Professional in Labor Relations and Employment Practice certification. If you don't hold one yet, note active enrollment in your application materials so screeners don't filter you out prematurely.
Prepare a case study for the panel interview
Expect a multi-person panel including general counsel and operations leadership, not just HR. Prepare a two-minute walkthrough of a real arbitration or impasse situation you navigated, covering the dispute, your strategy, and the resolution. Panels reward candidates who can present structured reasoning under pressure.
Counter slow offers with a competing deadline
Director-level offers in this field often stall for weeks while legal reviews the contract language. If you have a second offer or an internal deadline, communicate it professionally in writing to the hiring manager, not HR alone. Decision-makers have authority to accelerate timelines that HR coordinators do not.
Labor Relations Director Jobs: Frequently Asked Questions
Which companies are hiring the most labor relations directors?
The companies hiring the most labor relations directors right now include Delaware North, Advocate Aurora Health, and Einstein Community Health Associates, with the largest share of openings in Illinois, Georgia, and Pennsylvania, based on current listings on Migrate Mate as of June 2026. Manufacturing, healthcare systems, and large public-sector employers consistently account for the highest volume of postings.
How many labor relations director jobs are remote?
About 48% of labor relations director openings are fully remote or hybrid as of June 2026, though the majority of roles still require on-site presence for bargaining sessions and grievance hearings. The sub-areas most commonly offered remotely include policy development, compliance oversight, and roles at organizations without active union contracts.
How do you become a labor relations director?
Most labor relations directors build their path by starting in HR generalist or employee relations roles, then moving into specialist positions focused on union environments or labor compliance. Completing a graduate program in labor relations or employment law strengthens your candidacy significantly. From there, leading your first contract negotiation as a manager or senior specialist is the most direct bridge to a director title.
Can you get a labor relations director role with limited direct experience?
It's possible but requires a deliberate pivot strategy. Candidates from employment law, HR business partnering in unionized settings, or labor compliance often succeed by emphasizing transferable skills like grievance resolution and regulatory interpretation. Pursuing the Professional in Labor Relations and Employment Practice credential and seeking out interim or acting director assignments at smaller organizations can close the experience gap quickly.
What does the labor relations director interview process look like?
The process typically runs three to four rounds. An initial screen with HR is followed by a panel interview with the CHRO, general counsel, and sometimes a COO or CFO. Finalists are often asked to present a case study or respond to a negotiation scenario in real time. Reference checks at this level frequently include direct calls to counterparts at previous unions or employers you negotiated against.
Where can I find and apply to labor relations director jobs?
You can find and apply to labor relations director jobs on Migrate Mate, which lists current openings from across the United States. Search the listings for roles that match your industry background and negotiation experience, then apply directly to each position that fits. New openings are added regularly, so checking back frequently gives you an edge on recently posted roles.
See All Labor Relations Director Jobs
Jump back to the full list of openings and apply to any labor relations director role that fits.
Find Labor Relations Director Jobs