Labor Relations Jobs in Tennessee (NOW HIRING)

The Labor Relations Manager is responsible for supporting labor relations, team member relations, and engagement, across the Distribution Center network. The DC Labor Relations Partner serves as a centralized subject matter expert and strategic partner to DC HR leaders, DC Operations leaders, Compliance and Legal, to promote a positive team member experience, ensure consistent application of policies and practices, and support proactive labor relations and engagement strategies across the network.
This role is SSC based with regular travel to Distribution Centers as needed to provide onsite support, conduct assessments, lead investigations, deliver training, support leadership capability building, and assist with high-impact team member relations and engagement matters. This role will help identify labor relations, team member relations, and engagement trends, recommend proactive solutions, and support network-wide initiatives that strengthen leadership effectiveness, compliance, communication, engagement, retention, and the overall team member experience.

• Serve as the primary labor relations partner for the Distribution Center network, providing counsel, guidance, and support to DC HR and Operations leaders on labor relations, team member relations, engagement, policy interpretation, workplace concerns, and risk mitigation.
• Develop and execute proactive labor relations and engagement strategies that support a positive team member experience, strong leadership practices, effective communication, retention, and consistent application of Company policies and procedures.
• Partner with DC HR leaders, DC Operations leaders, \ Legal, and HR Support teams to assess labor relations and engagement risk, identify trends, and recommend solutions that support operational performance, team member engagement, and retention.
• Support investigations and resolution of complex or escalated team member relations matters, including Out Here Calls, workplace complaints, policy concerns, leadership conduct matters, and other sensitive issues across the DC network.
• Provide coaching and guidance to DC leaders on effective team member communication, issue resolution, leadership behaviors, documentation practices, corrective action, performance management, engagement, retention, and other employment-related matters.
• Analyze labor relations, team member relations, engagement, turnover, attendance, hotline, pulse survey, exit survey, onboarding survey, and other relevant HR data to identify themes, root causes, emerging risks, and training opportunities across the DC network.
• Partner with DC HR and Operations leaders to review survey results, including pulse, exit, onboarding, and engagement surveys, and develop practical action plans that address key themes, strengthen team member engagement, improve retention, and enhance the overall team member experience.
• Monitor progress against survey-related action plans, identify barriers to execution, and partner with DC HR and Operations leaders to ensure follow-up, accountability, and sustained improvement.
• Design, coordinate, and facilitate labor relations, team member relations, and engagement training for DC HR teams and DC Operations leaders, including early issue identification, effective communication, supervisor capability, documentation, policy application, engagement action planning, retention practices, and escalation protocols.
• Support the development, review, and implementation of DC-specific HR policies, procedures, tools, talking points, communication plans, engagement resources, and leadership materials to ensure consistency and alignment with Company expectations.
• Conduct periodic onsite labor relations, team member relations, and engagement assessments within the DC network, including leadership interviews, team member feedback review, survey result analysis, policy and process audits, and recommendations for improvement.
• Partner with DC HR and Operations leaders to support response plans for high-risk or high-impact workplace matters, including organizing activity, campaign response, site-level disruption, significant team member relations concerns, engagement risks, or other labor relations events.
• Collaborate with HR, Legal, Communications, Operations, Asset Protection, Safety, Team Member Relations, and other partners to ensure coordinated support for sensitive workplace matters and network-wide labor relations, team member relations, and engagement initiatives.
• Support change management and communication planning for network-wide initiatives that may impact DC team members, ensuring leaders are equipped to deliver clear, consistent, and timely messages.
• Prepare reports, summaries, recommendations, and executive-level updates related to labor relations trends, team member relations activity, engagement results, survey action plans, risk areas, and progress against key initiatives.

Experience: 7+ years of Human Resources, Team Member Relations, Labor Relations, Engagement, or related experience is required.  Experience supporting distribution, logistics, manufacturing, retail, or other multi-site hourly workforce environment is strongly preferred.  Prior experience supporting labor relations strategy, positive team member relations, workplace investigations, HR compliance, engagement action planning, or survey result analysis is preferred.
Education: Bachelor's degree in Human Resources, Business Administration, Industrial/Labor Relations, Organizational Development, or related field is preferred.  Any suitable combination of education and experience will be considered.
Professional Certifications: PHR, SPHR, SHRM-CP, SHRM-SCP, or labor relations certification preferred, but not required.

• Strong knowledge of team member relations, labor relations, engagement, workplace investigations, HR compliance, policy interpretation, and leadership coaching practices.
• Strong understanding of positive team member relations and engagement practices and the ability to identify and respond to labor relations, team member relations, and engagement risk in a practical, business-oriented manner.
• Ability to interpret survey results, identify themes, diagnose root causes, and translate insights into actionable plans that improve engagement, retention, and team member experience.
• Ability to build trust and credibility with HR partners, Operations leaders, Team Member Relations, Legal, and cross-functional stakeholders.
• Strong judgment, discretion, and ability to handle sensitive and confidential information.
• Strong consultation, influence, facilitation, problem-solving, and conflict resolution skills.
• Ability to analyze data, identify trends, diagnose root causes, and translate findings into actionable recommendations.
• Strong written and verbal communication skills, including the ability to prepare leadership-facing updates, talking points, reports, training materials, and action plans.
• Ability to work independently while managing multiple priorities across a geographically dispersed, multi-shift network.
• Detail-oriented approach to work with strong follow-through and documentation discipline.
• Proficient in Microsoft Office, particularly Excel, PowerPoint, Word, Outlook, and Teams.
• Ability and willingness to flex working hours to support a multi-shift Distribution Center network.
• Ability and willingness to travel to Distribution Centers as business needs require.
• Must be able to support urgent or sensitive team member relations, labor relations, and engagement matters outside standard business hours when needed.

This job description represents an overview of the responsibilities for the above referenced position.  It is not intended to represent a comprehensive list of responsibilities.  A team member should perform all duties as assigned by his/ her supervisor.

At Tractor Supply and Petsense by Tractor Supply, our Team Members are the heart of our success. Their dedication, passion, and hard work drive everything we do, and we are committed to supporting them with a comprehensive and accessible total reward package. We understand the evolving needs of our Team Members and their families, and we strive to offer meaningful, competitive, and sustainable benefits that support their well-being today and in the future.

Our benefits extend beyond medical, dental, and vision coverage, including company-paid life and disability insurance, paid parental leave, tuition reimbursement, and family planning resources such as adoption and surrogacy assistance, for all full-time Team Members and all part-time Team Members. Part time new hires gain eligibility for TSC Benefits by averaging at least 15 hours per week during their 90-day lookback period. The lookback period starts the first of the month following the date of hire. If the 15-hour requirement was met, the benefits eligibility date will be the first day of the month following 4 months of continuous service.

Please visit this link (https://www.tractorsupply.careers/content/Our-Benefits/?locale=en_US) for more specific information about the benefits and leave policies applicable to the position you're applying for.