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Director Labor Relations Jobs (NOW HIRING)

Dufry

Senior Director Labor Relations

Bethesda, MD · On-site +1

$153K - $198K/yr

The Senior Director of Labor Relations supports the VP of Labor Relations by developing and implementing labor strategies, managing labor relations processes, ensuring compliance with labor laws, and ...

HMSHost

Sr Director Labor Relations

Bethesda, MD · On-site

The Senior Director of Labor Relations supports the VP of Labor Relations by developing and implementing labor strategies, managing labor relations processes, ensuring compliance with labor laws, and ...

HMSHost

Senior Director Labor Relations

Bethesda, MD · On-site

$153K - $198K/yr

The Senior Director of Labor Relations supports the VP of Labor Relations by developing and implementing labor strategies, managing labor relations processes, ensuring compliance with labor laws, and ...

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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 Jul 5, 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.

Is labor relations the same as HR?

Labor relations is a specialized area within human resources that focuses on managing relationships between employers and unionized employees, including negotiations and contract enforcement. While HR handles a broad range of employee management tasks, labor relations specifically addresses collective bargaining, labor laws, and union interactions.

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 is the highest paying labor job?

The highest paying labor-related jobs often include specialized roles such as construction managers, industrial production managers, or skilled trades like elevator installers and power plant operators. These positions typically require technical skills, certifications, and experience, and they can offer high salaries due to the complexity and responsibility involved.

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 does a labor relations director do?

A labor relations director oversees interactions between an organization and its employees' labor unions or workforce, managing negotiations, resolving disputes, and ensuring compliance with labor laws. They develop strategies to maintain positive labor relations, often using negotiation skills and knowledge of employment regulations to support organizational goals.

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 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.

Is labor relations a stressful job?

Labor relations professionals, including directors, often work in high-pressure environments due to negotiations, conflict resolution, and compliance with labor laws. The role requires strong communication, problem-solving skills, and the ability to manage complex, sensitive issues, which can contribute to job stress. However, effective planning and experience can help mitigate stress levels in this field.
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 June 2026, with employment types broken down into 81% Full Time, 12% Part Time, 1% Temporary, 5% Contract, and 1% Nights. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $137,916 per year, or $66.3 per hour.

Senior Director Labor Relations

Dufry

Bethesda, MD • On-site, Remote

$153K - $198K/yr

Other

Medical, Dental, Vision, Life, Retirement, PTO

Posted 18 days ago

Job description

With a career at HMSHost, you really benefit! We Offer

  • Health, dental and vision insurance
  • Generous paid time off (vacation, flex or sick)
  • Holiday pay
  • Meal and Transportation Benefits
  • *401(k) retirement plan with company match
  • *Company paid life insurance
  • *Tuition reimbursement
  • Employee assistance program
  • Training and exciting career growth opportunities
  • Referral program - refer a friend and earn a bonus

*Benefits may vary by position so ask your recruiter for details.

Airport Location: Corporate Human Resources 
Advertised Compensation: $153,500.00 to $198,100.00 

Purpose:  The Senior Director of Labor Relations supports the VP of Labor Relations by developing and implementing labor strategies, managing labor relations processes, ensuring compliance with labor laws, and effectively managing union relationships.

Essential Functions:

  • Collaborates with senior leadership to develop and implement labor strategies and programs that address workplace disputes and promote a supportive work environment
  • Develops and applies policies and procedures, supporting the implementation of best practices for various labor relations issues
  • Administers the company's labor strategy at both company and local levels and ensures systems and processes are in place for compliance; provides guidance on dispute resolution, including negotiations, grievances, and arbitration
  • Develops and executes bargaining strategies that align with business objectives, working closely with senior Operations leadership and People & Culture
  • Leads Collective Bargaining Agreement (CBA) negotiations, as well as the details of each CBA for effective budgeting and planning for assigned region
  • Builds and maintains relationships with national and local union organizations; sets parameters for local union interactions
  • Coordinates with Finance for CBA-related budgeting and economic considerations
  • Partners with Training & Development to create effective management strategies through training and resource development
  • Stays informed about current employment trends and regulations to maintain compliance with legal requirements; ensures that policies and procedures are updated as needed

 

Reporting Relationship: The Senior Director of Labor Relations reports into the Vice President of Labor Relations

Major Interdependencies: Legal, Operations, Finance, Marketing and Communications, Field HR, Training & Development, Total Rewards, and Business Development

 

Minimum Qualifications, Knowledge, Skills, and Work Environment:

  • Education and Experience: The combination of education and professional experience must exceed 10 years:
    • In a leadership role: requires 5 years of experience setting Labor Relations strategy, influencing senior level partners, managing outside labor relations consultants and law firms, and maintaining union relationships
    • In a technical role: requires 10 years first chair negotiating collective bargaining agreements, representing management in grievances and resolving labor relations issues
      • A bachelor's degree in a program related to the functional area can count for 3 of the ten-year requirement
      • An MBA, JD, or a master's level degree in a program related to the functional area can count for an additional 2 years of the ten-year requirement
    • In the industry: 3-5 years of Hospitality, F&B and/or Retail experience
    • 5 years of experience with Unite HERE
  • Specialized Training:
    • Training that leads to an in-depth understanding of NLRA, and state and federal employment regulations and statutes
    • Training that leads to an understanding of Canadian collective bargaining
  • Specialized Skillset/Competencies/Traits:
    • Expert level negotiation, communication, and socialization skills
    • Demonstrated ability to negotiate and implement labor agreements at a national level
    • Strong business acumen with a strategic mindset for long-term labor relations decisions
    • Demonstrated history of anticipating and balancing the needs of the business with the needs of complex stakeholders, the employee population and individual circumstances
    • Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals
    • Demonstrated experience exhibiting a continuous improvement mindset with the ability to optimize work processes and achieve positive results
  • Travel/Location:
    • Location: This position can either be remote in the West Region of US or based at the F&B Center of Excellence in Bethesda, MD
    • Travel: Requires up to 60% travel to airport locations

Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates ("the Company"), is an equal opportunity employer. It is the Company's policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as "protected characteristics").

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