Labour Relations Analyst Jobs (NOW HIRING)

Enterprise Labor Relations Strategy

• Develop, implement, and continuously improve a system-wide labor relations strategy aligned with organizational priorities and workforce goals.
• Establish a proactive labor relations operating model that emphasizes prevention, workforce engagement, and early risk identification.
• Serve as the enterprise leader and subject matter expert on labor relations matters.
• Advise senior leaders regarding labor strategy, workforce trends, and risk mitigation approaches.
• Ensure labor relations strategies support workforce engagement, retention, and organizational culture objectives.

Labor Risk Assessment & Mitigation

• Identify, assess, and monitor emerging labor-relations risks and workforce hotspots across the enterprise.
• Develop enterprise risk mitigation and response strategies that address workforce concerns before escalation.
• Partner with operational leaders to develop practical solutions and action plans that improve employee relations and minimize organizational risk.
• Monitor workforce sentiment, operational trends, and employee relations indicators.
• Translate workforce intelligence into actionable recommendations for leadership.

Labor Relations Governance & Standardization

• Develop and implement labor relations playbooks, protocols, escalation pathways, and enterprise standards.
• Create governance structures that ensure consistency in labor relations practices across all PHS entities.
• Establish response frameworks for employee concerns, and workforce-related challenges.
• Coordinate enterprise responses to labor-related issues in collaboration with Legal, Compliance, and Human Resources leadership.

Workforce Analytics & Predictive Intelligence

• Partner with Workforce Analytics teams to develop predictive labor-risk dashboards, reporting frameworks, and performance indicators.
• Utilize workforce data, employee relations trends, engagement results, turnover patterns, and operational metrics to identify emerging risks.
• Develop executive reporting and labor risk summaries for enterprise leadership.
• Create ongoing reporting routines that enable leaders to proactively address workforce issues.

Leader Education & Capability Building

• Build labor relations competency throughout the organization by providing education, consultation, coaching, and practical tools to leaders.
• Design and implement enterprise-wide labor relations training programs focused on positive employee relations and workforce engagement.
• Develop toolkits and resources that help leaders assess risk, respond appropriately to employee concerns, and foster trust within their teams.
• Strengthen leadership effectiveness through workforce engagement and employee relations best practices.

Positive Employee Relations & Workforce Engagement

• Partner with Human Resources and operational leaders to strengthen employee listening programs and workforce engagement strategies.
• Support initiatives that improve trust, employee voice, and workforce stability.
• Identify opportunities to enhance organizational culture through proactive employee relations efforts.
• Promote practices that strengthen employee engagement and reduce workforce disruption risks.

Executive Advisory & Organizational Leadership

• Serve as a trusted advisor to executive leadership on labor relations trends, risks, and strategic priorities.
• Prepare executive-level briefings, recommendations, and workforce risk assessments.
• Influence organizational decision-making through data-driven insights and practical solutions.
• Support enterprise strategic initiatives that impact workforce engagement and labor relations outcomes.

Success Measures

Within the first 12-24 months, the Director will be expected to:

• Establish a comprehensive enterprise labor relations strategy that shifts the organization toward a proactive and preventative labor relations model.
• Develop and implement standardized labor relations playbooks, governance processes, and escalation protocols across PHS.
• Create predictive labor-risk dashboards and analytics tools that allow leaders to proactively identify workforce concerns.
• Strengthen leadership capability in labor relations, workforce engagement, and risk mitigation through targeted education and coaching programs.
• Improve organizational readiness and response strategies related to workforce risks.
• Establish trusted advisory relationships with executive leaders, HR Business Partners, operational leaders, and key stakeholders.
• Increase workforce stability through proactive employee relations and engagement initiatives.
• Deliver actionable labor relations insights that support enterprise decision-making and workforce planning.
• Strengthen cross-functional collaboration among Human Resources, Legal, Compliance, Workforce Analytics, and Operations.
• Position Presbyterian Healthcare Services as an employer of choice through effective workforce engagement and employee relations practices.

• Bachelor's degree in Human Resources, Labor Relations, Business Administration, Healthcare Administration, or a related field required.
• Equivalent combination of education and relevant experience may be considered.
• Preferred: Master's degree, Juris Doctor (JD), or advanced certification in Human Resources, Labor Relations, Employment Law, or related field.

• Progressive experience in labor relations, employee relations, employment law, HR business partnership, workforce planning, or workforce risk mitigation.
• Significant in-house labor relations experience within a health system, integrated delivery network, or similarly complex multi-site organization strongly preferred.
• Demonstrated experience advising leaders on complex labor relations and employee relations matters.
• Proven success assessing organizational risk and implementing practical solutions rather than solely identifying issues.
• Experience navigating lunion avoidance strategies, workforce campaigns, or labor-management initiatives.
• Experience developing labor relations governance programs, leader toolkits, escalation processes, and workforce education initiatives.
• Knowledge of labor relations principles, labor law, workforce engagement, and employee relations best practices.