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Director Employee Labor Relations Jobs (NOW HIRING)

Dart

$68K - $112K/yr

Employee Labor Relations Specialists advises management on many different areas of union-management relations. On a day-to-day basis, labor relations assist to resolve employee grievances, or ...

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$82K

$137.9K

$189.5K

How much do director employee labor relations jobs pay per year?

As of Aug 5, 2026, the average yearly pay for director employee labor relations in the United States is $137,916.00, according to ZipRecruiter salary data. Most workers in this role earn between $119,000.00 and $156,500.00 per year, depending on experience, location, and employer.

How does a director employee labor relations typically collaborate with other departments to resolve workplace disputes?

A Director of Employee Labor Relations works closely with HR, legal, and department managers to address and resolve workplace disputes. This often involves facilitating meetings, gathering facts, and ensuring policies are applied consistently across the organization. They act as a neutral party to mediate conflicts, provide guidance on labor laws and union contracts, and develop proactive strategies to prevent future issues. Effective collaboration ensures that resolutions align with both company goals and employee rights.

What are the key skills and qualifications needed to thrive as a director employee labor relations?

To thrive as a Director of Employee Labor Relations, you need in-depth knowledge of labor laws, conflict resolution, collective bargaining, and a relevant degree in human resources or industrial relations. Familiarity with HR information systems (HRIS), case management tools, and labor contract management platforms is typically required, along with SHRM or similar professional certifications. Exceptional negotiation, communication, and problem-solving skills distinguish top performers in this role. These competencies are vital for resolving disputes, fostering positive labor relations, and ensuring organizational compliance with employment laws.

What does a director employee labor relations do?

A Director of Employee Labor Relations is responsible for overseeing the relationship between an organization and its employees, particularly regarding labor contracts, negotiations, and workplace policies. They ensure compliance with labor laws, handle disputes or grievances, and often lead collective bargaining with unions. Their role is crucial in maintaining a positive working environment, resolving conflicts, and supporting organizational goals through effective labor relations strategies.

What is the difference between Director Employee Labor Relations vs Employee Relations Manager?

AspectDirector Employee Labor RelationsEmployee Relations Manager
CredentialsBachelor's degree; often advanced certifications in labor relations or HRBachelor's degree; HR certifications beneficial
Work EnvironmentStrategic, policy development, negotiations with unionsEmployee support, conflict resolution, policy implementation
Employer & Industry UsageUsed in large organizations with unionized workforcesCommon in various industries, including non-union environments

The main difference is that the Director Employee Labor Relations focuses on high-level negotiations, union relations, and strategic labor policies, while the Employee Relations Manager handles day-to-day employee issues, conflict resolution, and policy enforcement. Both roles require strong HR knowledge, but the director position involves more strategic planning and union negotiations.

More about Director Employee Labor Relations jobs
What cities are hiring for Director Employee Labor Relations jobs? Cities with the most Director Employee Labor Relations job openings:
What states have the most Director Employee Labor Relations jobs? States with the most job openings for Director Employee Labor Relations jobs include:
What job categories do people searching Director Employee Labor Relations jobs look for? The top searched job categories for Director Employee Labor Relations jobs are:
Director Employee Labor Relations jobs near you
Infographic showing various Director Employee Labor Relations job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 84% Full Time, 12% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $137,916 per year, or $66.3 per hour.

Director, Employee & Labor Relations

Stellantis

Auburn Hills, MI • On-site

Full-time

Posted 9 days ago

Stellantis rating

7.5

Company rating: 7.5 out of 10

Based on 130 frontline employees who took The Breakroom Quiz

14th of 44 rated automakers

Job description

The Director, Employee & Labor Relations is responsible for advancing the Company's business objectives through effective labor strategy, disciplined execution, and stronger organizational capability, working cross-functionally to align labor solutions with operational, contractual, and long-term business requirements.
The role combines deep labor relations expertise with leadership of complex, business-critical initiatives, including collective bargaining preparation, local bargaining coordination, bargaining subcommittee leadership, Skilled Trades, apprenticeship, New Technology, organizational training, modernization, and enterprise labor projects.
The Director serves as a critical support mechanism to the Vice Presidents of Employee & Labor Relations by translating priorities into coordinated action, aligning stakeholders and resources, surfacing execution risks, and maintaining progress despite competing operational demands. The successful candidate will bring significant collective bargaining experience, strong business judgment, executive presence, and the ability to influence and execute across a large, complex, highly unionized organization.
Primary Responsibilities
Employee & Labor Relations Leadership
  • Develop and execute labor and employee relations priorities aligned with business objectives, workforce requirements, and operational needs.
  • Identify labor-related barriers to business execution and lead cross-functional efforts to develop practical, sustainable solutions.
  • Partner with the Vice Presidents of Employee & Labor Relations to establish priorities, sequence major initiatives, and align resources to the Company's highest-value business objectives.
  • Balance immediate operational demands with longer-term organizational priorities to sustain progress on enterprise labor initiatives.

Collective Bargaining & Labor Programs
  • Provide strategic leadership and oversight for Skilled Trades, apprenticeship programs, New Technology, collective bargaining with trade unions, and other designated labor initiatives, ensuring consistent governance, business alignment, and effective execution.
  • Support the development and execution of collective bargaining strategies aligned with the Company's business objectives.
  • Coordinate national collective bargaining preparation, including project planning, issue development, proposal tracking, stakeholder alignment, training, executive materials, and bargaining readiness.
  • Lead the coordination and oversight of local contract collective bargaining activities to ensure consistent governance, disciplined execution, and alignment with national bargaining strategy.
  • Lead assigned bargaining subcommittees or workstreams and participate as a member of the national bargaining team.
  • Support the negotiation of Memorandums of Understanding, side letters, and other agreements tied to operational change, technology, workforce transformation, and enterprise priorities.
  • Manage internal investigations of fraud and misconduct and coordinate discipline policy and administration.

Organizational Capability & Modernization
  • Drive training and development initiatives that enhance organizational capability and strengthen core labor and employee relations skills.
  • Lead process improvement, analytics, knowledge management, data governance, and AI-enabled initiatives that improve the effectiveness and scalability of the function.
  • Translate modernization priorities into clear project plans, milestones, ownership, decision points, and measurable outcomes.
  • Promote continuous improvement, simplification, and greater consistency across the Employee & Labor Relations organization.

Enterprise Execution & Leadership Support
  • Lead complex labor relations projects from concept through execution, driving accountability, removing barriers, resolving critical issues, and ensuring timely delivery of priority initiatives.
  • Serve as the integration point for U.S. LR/ER initiatives, ensuring business objectives, contractual obligations, stakeholder expectations, and execution activities remain aligned.
  • Establish reporting, governance, and executive-review routines that provide visibility into progress, risks, dependencies, business impact, and required decisions.
  • Prepare executive presentations, recommendations, decision materials, and status updates for senior leadership and governance forums.
  • Maintain focus and follow-through on major organizational priorities in support of the Vice Presidents of Employee & Labor Relations.

Qualifications
  • Bachelor's degree required; JD or Masters degree preferred.
  • Minimum of 10-15 years of progressive labor and employee relations experience in a large, complex, unionized environment.
  • Significant experience in collective bargaining (1st chair), negotiations preparation, local bargaining, and labor contract administration.
  • Demonstrated success leading major labor initiatives, organizational transformation, and complex cross-functional projects in a matrixed organization.
  • Strong understanding of manufacturing operations, workforce planning, labor economics, and business strategy.
  • Experience building organizational capability through training, processes, governance, tools, and leadership development.
  • Strong executive communication, negotiation, influence, and stakeholder-management capability.

Preferred Qualifications
  • Experience in automotive, manufacturing, industrial, transportation, logistics, or another heavily unionized operating environment.
  • Experience serving as first-chair negotiator in collective bargaining, including multi-site or national negotiations, and leading bargaining subcommittees or negotiations workstreams.
  • Experience with Skilled Trades, apprenticeship programs, New Technology obligations, IUOE, or other specialized labor programs.
  • Experience with data analytics, process improvement, knowledge management, AI-enabled tools, or technology-driven labor transformation.
  • Demonstrated ability to advise senior executives and convert strategic direction into disciplined organizational execution.

Measures of Success
  • Accelerates execution of the Employee & Labor Relations agenda and removes barriers to business performance.
  • Improves national and local bargaining readiness, consistency, and governance.
  • Advances enterprise labor initiatives from planning through implementation.
  • Strengthens organizational capability, succession depth, and bargaining bench strength.
  • Improves cross-functional alignment, executive visibility, and decision-making.
  • Builds scalable processes, tools, governance, and technology that increase the effectiveness of the Employee & Labor Relations organization.

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