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Director Labor Relations Jobs (NOW HIRING)

Vail Resorts

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

Vail Resorts

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

Vail Resorts

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

Vail Resorts

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

Vail Resorts

Senior Director, Labor Relations

OH · Remote

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

Vail Resorts

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data-driven, multi-year labor roadmap, leading cross-functional alignment in support of the ...

Vail Resorts

Senior Director, Labor Relations

Minneota, MN · Remote

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

Vail Resorts

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

Vail Resorts Corporate

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

Vail Resorts

Senior Director, Labor Relations

UT · Remote

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

Vail Resorts

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

Vail Resorts

Senior Director, Labor Relations

MO · Remote

$175K - $195K/yr

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the ...

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Director Labor Relations information

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$82K

$137.9K

$189.5K

How much do director labor relations jobs pay per year?

As of Jun 1, 2026, the average yearly pay for director 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.

What are the key skills and qualifications needed to thrive as a Director of Labor Relations, and why are they important?

To thrive as a Director of Labor Relations, you need deep knowledge of labor laws, collective bargaining, and organizational policy, usually backed by a degree in human resources, labor relations, or a related field. Familiarity with HR information systems, contract management software, and relevant certifications such as SHRM-SCP or SPHR are typically required. Strong negotiation, conflict resolution, and interpersonal communication skills set top performers apart in this role. These competencies are crucial for effectively managing labor negotiations, maintaining positive union relationships, and ensuring organizational compliance.

What are some common challenges faced by a Director of Labor Relations in maintaining positive union-management relationships?

Directors of Labor Relations often navigate complex negotiations between management and union representatives, balancing organizational goals with employee concerns. Common challenges include addressing grievances promptly, managing contract negotiations under tight deadlines, and adapting to changes in labor laws or union expectations. Success in this role requires strong communication, conflict resolution skills, and the ability to build trust on both sides, often working closely with HR, legal teams, and operational leaders to ensure alignment and compliance.

What does a Director of Labor Relations do?

A Director of Labor Relations is responsible for managing the relationship between an organization and its employees, particularly in matters involving labor unions, collective bargaining agreements, and workplace policies. They negotiate labor contracts, resolve disputes, ensure compliance with labor laws, and often serve as the main liaison between management and employee representatives. Their goal is to foster a positive working environment while balancing the needs of both the employer and the workforce.

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

AspectDirector Labor RelationsLabor Relations Manager
CredentialsBachelor's degree; often advanced certifications in HR or labor lawBachelor's degree; relevant HR or labor law certifications
Work EnvironmentStrategic planning, policy development, senior management collaborationOperational focus, employee negotiations, day-to-day labor issues
Employer & Industry UsageLarge corporations, unionized industries, HR departmentsMid-sized companies, unionized workplaces, HR teams

The Director Labor Relations typically handles high-level strategy, policy, and negotiations with unions, working closely with senior management. In contrast, the Labor Relations Manager focuses on implementing policies, managing employee relations, and conducting negotiations at the operational level. Both roles require knowledge of labor laws and strong negotiation skills, but the Director role is more strategic and leadership-oriented.

More about Director Labor Relations jobs
What cities are hiring for Director Labor Relations jobs? Cities with the most Director Labor Relations job openings:
What are the most commonly searched types of Labor Relations jobs? The most popular types of Labor Relations jobs are:
What states have the most Director Labor Relations jobs? States with the most job openings for Director Labor Relations jobs include:
What job categories do people searching Director Labor Relations jobs look for? The top searched job categories for Director Labor Relations jobs are:
Director Labor Relations jobs near you
Infographic showing various Director Labor Relations job openings in the United States as of May 2026, with employment types broken down into 70% Full Time, 25% Part Time, 2% Temporary, and 3% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $137,916 per year, or $66.3 per hour.
Director, Labor Relations

Director, Labor Relations

Hackensack Meridian Health

Edison, NJ • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 3 days ago

Hackensack Meridian Health rating

7.8

Company rating: 7.8 out of 10

Based on 349 frontline employees who took The Breakroom Quiz

131st of 864 rated healthcare providers

Job description

Overview
Our team members are the heart of what makes us better.
At Hackensack Meridian Health we help our patients live better, healthier lives - and we help one another to succeed. With a culture rooted in connection and collaboration, our employees are team members. Here, competitive benefits are just the beginning. It's also about how we support one another and how we show up for our community.
Together, we keep getting better - advancing our mission to transform healthcare and serve as a leader of positive change.
Reporting to VP, TMLR & Employment Counsel, the Director, Labor Relations will develop, deliver, and maintain a business-focused labor relations strategy across the HMH network in order to maximize business results and maintain a productive work environment. The Dir, Labor Relations will lead a team of labor relations specialists responsible for providing advice and counsel to resolve labor relations issues (disciplines, complaints, grievances, and investigations), as well as proactive engagement activities (climate assessments, conflict and team dynamic resolution, etc.). The Dir, Labor Relations partner with management and local union leadership to maintain, enhance, and optimize credible union relationships in support of business goals. The Dir, Labor Relations ensures compliance with all federal, state and local laws, CBAs, HMH policies, and Joint Commission and other regulatory standards.
Responsibilities
A day in the life of a Director, Labor Relations at Hackensack Meridian Health includes:
  • Develops, implements, and administers Labor Relations programs by interpreting the HMH policies, union Collective Bargaining Agreements (CBAs), and recommending corrective discipline and performance management.
  • Serves as subject matter expert for the handling of all labor/management issues including Union grievances. Leads collective bargaining negotiations, often serving as spokesperson. Directs 3rd party negotiators and advisors, as necessary. Manage grievance/arbitration processes.
  • Investigates and resolves employee or union complaints and grievances and coordinates the internal response and grievance procedure. Such investigations involve complaints and include recommendations for disciplinary actions as well as proactive activities (including climate assessments, conflict and team dynamic resolution, etc.).
  • Partners with management and local union leadership to maintain, enhance, and optimize credible union relationships in support of business goals.
  • Partners with the VP, TMLR in the development and/or management of budget for assigned areas. Regularly monitors relevant key financial indicators and performance metrics, modifying business activities where needed in response to changing financial situations.
  • Ensures compliance with all federal and state laws, CBAs, HMH policies, as well as Joint Commission and other regulatory standards in assigned business units.
  • Advises supervisory personnel on employment issues relating to discipline, FMLA, ADA, and discrimination.
  • Manages the tracking of all collective bargaining agreements throughout the network.
  • Provides general employment and labor guidance, risk mitigation and management services to handle, litigate, and resolve cases.
  • Works with legal counsel to resolve complex labor issues.
  • Designs and provides a wide array of training programs for managers, supervisors and staff. Works in collaboration with the Organizational Education Department, as needed. May include but not limited to:
    • Employment law in order to improve performance and mitigate legal risk.
    • How to resolve employee disputes, conduct investigations and discipline employees.
    • Performance management and human resource policies and procedures including discrimination policies.
    • Labor relations and discrimination.
    • A variety of topics, such as Counseling, Managing Employee Absenteeism, Peer Interviewing and Anti-Harassment, etc.
  • Acts as spokesperson in all union matters including mediations and arbitrations if necessary.
  • Develops and implements plans for positive TM relations and manages response to union organizing campaigns.
  • Oversees in the recruitment, development, and supervision of TMs. Creates and sustains an environment that fosters TM engagement. Establishes clear objectives tied to department and/or organizational strategic goals. Coaches, counsels, and evaluates performance of direct reports.
  • Other duties and/or projects as assigned.
  • Adheres to HMH Organizational competencies and standards of behavior.

Qualifications
Education, Knowledge, Skills and Abilities Required:
  • Bachelor's degree.
  • Minimum of 12 years of progressive HR experience and thought leadership, with particular focus on labor relations.
  • Minimum of 5 years in direct management role.
  • Extensive labor experience, including negotiating contracts, union avoidance.
  • Strategic thinker knowledgeable on best practices for a Labor Relations function.
  • Relevant experience conducting formal investigations involving all levels of interaction and providing appropriate recommendations to senior business leaders.
  • Excellent knowledge of all state and federal employment laws.
  • Experience in conflict resolution methods, including facilitation and mediation of agreements.
  • Excellent written and verbal communication skills.
  • Proficient computer skills that may include but are not limited to Microsoft Office and/or Google Suite platforms.

Education, Knowledge, Skills and Abilities Preferred:
  • Juris Doctorate (J.D.) or Master's degree in Labor Relations or equivalent
  • Concentration/certification in HR, ER/LR
  • Knowledge of PeopleSoft

Licenses and Certifications Preferred:
  • HR certification.

If you feel that the above description speaks directly to your strengths and capabilities, then please apply today!
Starting Minimum Rate
Minimum rate of $183,664.00 Annually
Job Posting Disclosure
HMH is committed to pay equity and transparency for our team members. The posted rate of pay in this job posting is a reasonable good faith estimate of the minimum base pay for this role at the time of posting in accordance with the New Jersey Pay Transparency Act and does not reflect the full value of our market-competitive total rewards package.
The starting rate of pay is provided for informational purposes only and is not a guarantee of a specific offer. Posted hourly rates may be stated as an annual salary in the offer and posted annual salaries may be stated as an hourly rate in the offer, depending on the level and nature of the job duties and credentials of the candidate. The base compensation determined at the time of the offer may be different than the posted rate of pay based on a number of non-discriminatory factors, including but not limited to:
Labor Market Data: Compensation is benchmarked against market data to ensure competitiveness.
Experience: Years of relevant work experience.
Education and Certifications: Level of education attained, including specialized certifications, credentials, completed apprenticeship programs or advanced training.
Skills: Demonstrated proficiency in relevant skills and competencies.
Geographic Location: Cost of living and market rates for the specific location.
Internal Equity: Compensation is determined in a manner consistent with compensation ranges for similar roles within the organization.
Budget and Grant Funding: Departmental budgets and any grant funding associated with the job position may impact the pay that can be offered.
Some jobs may also be eligible for performance-based incentives, bonuses, or commissions not reflected in the starting rate. Certain positions may also be eligible for shift differentials for work performed on evening, night, or weekend shifts.
In addition to our compensation for full-time and part-time (20+ hours/week) job positions, HMH offers a comprehensive benefits package, including health, dental, vision, paid leave, tuition reimbursement, and retirement benefits.

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