Labor Relations Director GA

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.

Requirements

Bachelor’s Degree or equivalent 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; 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; Willingness and ability to travel 70% of the time across assigned hospitals and facilities.

Nice to have

Experience in healthcare or similarly complex, regulated industries strongly preferred; Demonstrated experience in leading labor campaigns.

Benefits

Paid Time Off programs; Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability; Flexible Spending Accounts for eligible health care and dependent care expenses; Family benefits such as adoption assistance and paid parental leave; Defined contribution retirement plans with employer match and other financial wellness programs; Educational Assistance Program