Labor Relations Advisor

We are seeking a Labor Relations Advisor to support the day-to-day administration and execution of labor relations activities across a large, complex, and growing healthcare organization. This role serves as a key operational partner to HR, Operations, and Labor Relations leadership by helping ensure consistent application of collective bargaining agreements, supporting grievance administration,maintainingproductive labor-management relationships, and providing guidance on routine labor relations matters.

The ideal candidate brings experience working in unionized environments, strong knowledge of labor relations practices, and the ability to manage multiple priorities while building effective relationships with leaders, employees, union representatives, and HR partners. This role is focused on the tactical execution of labor relations processes and programs, ensuring compliance, consistency, and effectiveissueresolution across the organization.

Key Responsibilities

Facility Partnership & Labor Relations Consulting 

• Serve as the primary labor relations advisor for an assigned portfolio of union-represented facilities.

• Serve as a subject matter expert on assigned collective bargaining agreements by interpreting contract language and advising leaders on consistent application. 

• Partner with HR and operational leaders to address day-to-day labor relations issues and questions.

• Assistleaders in managing employee concerns within collective bargaining agreement guidelines.

• Escalate complex or high-risk labor matters to Labor Relations leadership asappropriate.

Collective Bargaining Agreement Administration 

• Monitor adherence to labor relations processes, policies, and contractual obligations.

• Support investigations involving alleged contract violations, workplace disputes, and other labor-related matters.

• Conduct research on labor contract provisions, labor relations practices, and relevant regulatory developments.

• Support labor-related due diligence and integration activities associated with newlyacquiredunion-represented facilities.

• Support labor relations activities related to organizing efforts,representationmatters, and other union campaigns, as assigned. 

• Prepare labor relations case files, summaries, correspondence, and supporting materials

UnionPartnership&Labor-Management Relations

• Develop andmaintainproductive working relationships with union representatives and labor-management stakeholders.

• Lead or supportlabor-management meetings andassistwith meeting preparation, agendas, notes, and follow-up activities.

• Facilitatecommunication between management and union representativesto promote collaborative problem-solving andtimelyissue resolution.

Grievance, Arbitration & Negotiation Support

• Coordinate grievance tracking and ensure compliance with contractual timelines.

• Assistin the intake, tracking, investigation, and resolution of grievances, ensuringtimelyfollow-up and documentation.

• Gatherfacts, documents, and background information to support grievance responses.

• Prepare materials and documentation forarbitrationhearings and other labor proceedings.

• Support collective bargaining activities through data collection, research, note-taking,logisticscoordination, and administrative support.

• Maintainrecords related to bargaining, settlements, grievances, and arbitration outcomes.

Labor Analytics,Compliance& Continuous Improvement

• Maintainaccuratelabor relations records, databases, and documentation.

• Prepare routine reports, dashboards, and tracking metrics related to grievances, labor actions, arbitrations, and other labor relations activities.

• Monitor labor relations trends andidentifyrecurring issues for review with Labor Relations leadership.

• Support compliance with labor laws, collective bargaining agreements, and organizational policies.

• Assistwith audits, information requests, and documentation reviews.

Education & Leader Support

• Provide day-to-day labor relations guidance to HRand operational leaders.

• Support the development and delivery of labor relations training materials, tools, and resources.

• Help educate leaders on collective bargaining agreement provisions, labor relations processes, investigatory meetings, and effective union interactions.

• Promote consistent labor relations practices across facilities and business units.

Qualifications

• Bachelor's degree in Human Resources, Labor Relations, Industrial Relations, Business Administration, or a related field preferred.

• 3–7 years ofprogressivelabor relations, employee relations, human resources, or related experience in a unionized environment.

• Working knowledge of collective bargaining agreements, grievance administration, labor-management relations, and applicable labor laws.

• Experience supporting investigations, grievances, arbitration preparation,negotiations,and/or labor-management committee activities.

• Strong analytical, organizational, and documentation skills.

• Ability to manage multiple priorities andmaintainconfidentiality while exercising sound judgment.

• Strong written and verbal communication skills with the ability to build effective working relationships across all levels of the organization.

Preferred Qualifications

• Experience in healthcare, skilled nursing, or other highly regulated and unionized environments.

• Experience working with multiple bargaining units across a multi-site organization.

• Familiarity with labor relations case management systems, reporting tools, and workforce analytics.

• The ability to translate complex contract language into practical, business-focused guidance.

• Experience delivering training or providing guidance to frontline leaders and HR partners.

What Success Looks Like

• Timely andaccurateadministration of labor relations processes and contractual obligations.

• Effective grievance management with strong documentation and adherence to contractual timelines.

• Positive and productive working relationships with union representatives, HR partners, and operational leaders.

• Leaders equipped with practical labor relations guidance and support.

• Accurate reporting and visibility into labor relations activity, trends, and risks.

• Consistent application of labor relations practices across the organization.

Travel

Travel required based on business needs; expected to be occasional and aligned to facility support, labor-management meetings, training, and grievance-related activities.