Remote Labor Relations Director Jobs
Remote Labor Relations Director jobs are in active demand at remote-first companies and large distributed teams, including employers like Delaware North, Optum, and Geisinger, from junior to senior. Scan the live roles below and apply to whichever ones fit.
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See related jobsOptum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data and resources they need to feel their best. Here, you will find a culture guided by inclusion, talented peers, comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health optimization on a global scale. Join us to start Caring. Connecting. Growing together.
The Senior Proactive Labor Relations Consultant is a strategic partner to the People Team and business leadership, driving a forward-looking labor relations approach focused on prevention, engagement, and sustained workforce stability. This role leads enterprise-facing initiatives to identify emerging labor risks, coordinate cross-functional response strategies, and build leader capability to proactively manage a complex workforce.
The Senior Consultant leverages data, insights, and deep labor expertise to anticipate challenges, influence outcomes, and foster a high-trust, collaborative labor environment aligned with organizational goals. The role owns complex labor relations workstreams, drives cross-functional project execution, and partners across HR, operations, legal, and leadership teams to deliver sustainable solutions.
You'll enjoy the flexibility to work remotely * from anywhere within the U.S. as you take on some tough challenges.
Primary Responsibilities:
-
Proactive Labor Strategy Leadership
- Lead the development, prioritization, and execution of proactive labor relations strategies that emphasize prevention, early intervention, and workforce engagement across functions and business partners
- Partner with senior leaders and People Team partners to embed labor considerations into business planning and decision-making, with accountability for translating labor insights into cross-functional action plans
- Anticipate labor trends and risks, advising leadership on mitigation strategies, long-term implications
- Workforce Insights & Predictive Analytics
- Own the analysis of labor data (grievances, discipline, absenteeism, engagement, etc.) to identify patterns, systemic issues, and predictive indicators, and use findings to set priorities for proactive labor initiatives
- Translate insights into actionable strategies that improve employee experience and reduce labor friction
- Develop dashboards and reporting frameworks in partnership with the People Team and other key stakeholders to inform executive decision-making and support governance of labor-related action plans
-
Early Issue Identification & Prevention
- Drive early intervention strategies by identifying and addressing workplace concerns before escalation
- Coach and guide leaders on consistent, fair, and proactive employee management practices
- Partner closely with People Team colleagues to develop tools and frameworks that enable managers to prevent disputes and grievances, and lead implementation of those solutions across supported client groups
- Partner closely with People Team colleagues to develop tools and frameworks that enable managers to prevent disputes and grievances
-
Leadership Coaching & Capability Building
- Act as a coach and thought partner to leaders and People Team partners on labor relations, union engagement, and workforce management
- Influence outcomes through strong partnerships, even in complex or sensitive labor environments
- Design and deliver advanced training programs and cross-functional initiatives focused on proactive labor practices, including:
-
Design and deliver advanced training programs focused on proactive labor practices, including:
- Manager effectiveness in unionized environments
- Conflict prevention and resolution
- Strategic communication and engagement
- Elevate organizational capability to manage labor relations confidently and independently by leading scalable solutions and leader readiness efforts
-
Continuous Improvement & Culture
- Lead cross-functional initiatives that enhance employee engagement, trust, and workplace culture within unionized populations, with accountability for implementation and sustained adoption
- Champion listening strategies (e.g., pulse surveys, listening sessions) in partnership with the People Team to capture employee voice
- Drive continuous improvement in labor relations processes, tools, and practices
You'll be rewarded and recognized for your performance in an environment that will challenge you and give you clear direction on what it takes to succeed in your role as well as provide development for other roles you may be interested in.
Required Qualifications:
- 5+ years of progressive experience in labor relations, with a strong emphasis on proactive and strategic work in unionized environments
- Demonstrated experience partnering with senior leaders and People Team stakeholders to influence outcomes
- Deep knowledge of labor laws, collective bargaining agreements, and union dynamics
Preferred Qualifications:
- SHRM or PHR certification
- Experience leading or supporting collective bargaining negotiations
All employees working remotely will be required to adhere to UnitedHealth Group's Telecommuter Policy
Pay is based on several factors including but not limited to local labor markets, education, work experience, certifications, etc. In addition to your salary, we offer benefits such as, a comprehensive benefits package, incentive and recognition programs, equity stock purchase and 401k contribution (all benefits are subject to eligibility requirements). No matter where or when you begin a career with us, you'll find a far-reaching choice of benefits and incentives. The salary for this role will range from $91,700 - $163,700 annually based on full-time employment. We comply with all minimum wage laws as applicable.
Application Deadline: This will be posted for a minimum of 2 business days or until a sufficient candidate pool has been collected. Job posting may come down early due to volume of applicants.
At UnitedHealth Group, our mission is to help people live healthier lives and make the health system work better for everyone. We believe everyone-of every race, gender, sexuality, age, location and income-deserves the opportunity to live their healthiest life. Today, however, there are still far too many barriers to good health which are disproportionately experienced by people of color, historically marginalized groups and those with lower incomes. We are committed to mitigating our impact on the environment and enabling and delivering equitable care that addresses health disparities and improves health outcomes - an enterprise priority reflected in our mission.
UnitedHealth Group is an Equal Employment Opportunity employer under applicable law and qualified applicants will receive consideration for employment without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.
UnitedHealth Group is a drug-free workplace. Candidates are required to pass a drug test before beginning employment.
Optum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data and resources they need to feel their best. Here, you will find a culture guided by inclusion, talented peers, comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health optimization on a global scale. Join us to start Caring. Connecting. Growing together.
The Senior Proactive Labor Relations Consultant is a strategic partner to the People Team and business leadership, driving a forward-looking labor relations approach focused on prevention, engagement, and sustained workforce stability. This role leads enterprise-facing initiatives to identify emerging labor risks, coordinate cross-functional response strategies, and build leader capability to proactively manage a complex workforce.
The Senior Consultant leverages data, insights, and deep labor expertise to anticipate challenges, influence outcomes, and foster a high-trust, collaborative labor environment aligned with organizational goals. The role owns complex labor relations workstreams, drives cross-functional project execution, and partners across HR, operations, legal, and leadership teams to deliver sustainable solutions.
You'll enjoy the flexibility to work remotely * from anywhere within the U.S. as you take on some tough challenges.
Primary Responsibilities:
-
Proactive Labor Strategy Leadership
- Lead the development, prioritization, and execution of proactive labor relations strategies that emphasize prevention, early intervention, and workforce engagement across functions and business partners
- Partner with senior leaders and People Team partners to embed labor considerations into business planning and decision-making, with accountability for translating labor insights into cross-functional action plans
- Anticipate labor trends and risks, advising leadership on mitigation strategies, long-term implications
- Workforce Insights & Predictive Analytics
- Own the analysis of labor data (grievances, discipline, absenteeism, engagement, etc.) to identify patterns, systemic issues, and predictive indicators, and use findings to set priorities for proactive labor initiatives
- Translate insights into actionable strategies that improve employee experience and reduce labor friction
- Develop dashboards and reporting frameworks in partnership with the People Team and other key stakeholders to inform executive decision-making and support governance of labor-related action plans
-
Early Issue Identification & Prevention
- Drive early intervention strategies by identifying and addressing workplace concerns before escalation
- Coach and guide leaders on consistent, fair, and proactive employee management practices
- Partner closely with People Team colleagues to develop tools and frameworks that enable managers to prevent disputes and grievances, and lead implementation of those solutions across supported client groups
- Partner closely with People Team colleagues to develop tools and frameworks that enable managers to prevent disputes and grievances
-
Leadership Coaching & Capability Building
- Act as a coach and thought partner to leaders and People Team partners on labor relations, union engagement, and workforce management
- Influence outcomes through strong partnerships, even in complex or sensitive labor environments
- Design and deliver advanced training programs and cross-functional initiatives focused on proactive labor practices, including:
-
Design and deliver advanced training programs focused on proactive labor practices, including:
- Manager effectiveness in unionized environments
- Conflict prevention and resolution
- Strategic communication and engagement
- Elevate organizational capability to manage labor relations confidently and independently by leading scalable solutions and leader readiness efforts
-
Continuous Improvement & Culture
- Lead cross-functional initiatives that enhance employee engagement, trust, and workplace culture within unionized populations, with accountability for implementation and sustained adoption
- Champion listening strategies (e.g., pulse surveys, listening sessions) in partnership with the People Team to capture employee voice
- Drive continuous improvement in labor relations processes, tools, and practices
You'll be rewarded and recognized for your performance in an environment that will challenge you and give you clear direction on what it takes to succeed in your role as well as provide development for other roles you may be interested in.
Required Qualifications:
- 5+ years of progressive experience in labor relations, with a strong emphasis on proactive and strategic work in unionized environments
- Demonstrated experience partnering with senior leaders and People Team stakeholders to influence outcomes
- Deep knowledge of labor laws, collective bargaining agreements, and union dynamics
Preferred Qualifications:
- SHRM or PHR certification
- Experience leading or supporting collective bargaining negotiations
All employees working remotely will be required to adhere to UnitedHealth Group's Telecommuter Policy
Pay is based on several factors including but not limited to local labor markets, education, work experience, certifications, etc. In addition to your salary, we offer benefits such as, a comprehensive benefits package, incentive and recognition programs, equity stock purchase and 401k contribution (all benefits are subject to eligibility requirements). No matter where or when you begin a career with us, you'll find a far-reaching choice of benefits and incentives. The salary for this role will range from $91,700 - $163,700 annually based on full-time employment. We comply with all minimum wage laws as applicable.
Application Deadline: This will be posted for a minimum of 2 business days or until a sufficient candidate pool has been collected. Job posting may come down early due to volume of applicants.
At UnitedHealth Group, our mission is to help people live healthier lives and make the health system work better for everyone. We believe everyone-of every race, gender, sexuality, age, location and income-deserves the opportunity to live their healthiest life. Today, however, there are still far too many barriers to good health which are disproportionately experienced by people of color, historically marginalized groups and those with lower incomes. We are committed to mitigating our impact on the environment and enabling and delivering equitable care that addresses health disparities and improves health outcomes - an enterprise priority reflected in our mission.
UnitedHealth Group is an Equal Employment Opportunity employer under applicable law and qualified applicants will receive consideration for employment without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.
UnitedHealth Group is a drug-free workplace. Candidates are required to pass a drug test before beginning employment.
See All 4 Remote Labor Relations Director Jobs
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Find JobsRemote Labor Relations Director Job Market
Who's Hiring
- Delaware North2
- Optum1
- Geisinger1
Top Industries Hiring
- Food & Beverage2
- Healthcare & Medical Services1
- Consulting & Professional Services1
What Employers Look For
The qualifications that appear most often in remote 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 Remote 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.
Remote Labor Relations Director Jobs: Frequently Asked Questions
How do I get a remote labor relations director job?
Target companies that already run distributed teams, since they hire remotely by default and know how to onboard someone they never meet in person. Remote labor relations director employers screen hard for self-direction and clear written communication on top of the core skills, so show evidence you can own work without someone over your shoulder. Apply to the openings above that match your experience.
Which companies hire remote labor relations directors?
Employers currently hiring remote labor relations directors include Delaware North, Optum, and Geisinger, per current remote listings on Migrate Mate as of June 2026. Remote-first firms and large companies running distributed teams post the most remote labor relations director roles.
Can you get a remote labor relations director job with no experience?
Yes, but it is harder than an on-site role, because remote work expects you to operate independently from the start. Entry-level remote labor relations director openings do exist, especially at remote-first companies, and a portfolio of real work helps more than a long resume. Applying broadly to the roles that fit improves your odds.
Do you need a degree for remote labor relations director jobs?
Not always. Many employers hire remote labor relations directors on demonstrated skills and prior work rather than a specific degree, though some larger companies still prefer one. Showing relevant results matters more than a credential for most remote labor relations director roles.
Which industries hire the most remote labor relations directors?
The sectors hiring the most remote labor relations directors are Food & Beverage, Healthcare & Medical Services, and Consulting & Professional Services, based on current remote listings on Migrate Mate as of June 2026. These sectors run distributed teams and hire labor relations directors remotely most consistently.
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