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Remote Labor Relations Jobs (NOW HIRING)

George Washington University

$141K - $205K/yr

The Executive Director, Employee and Labor Relations (ELR) provides leadership, strategy, direction and oversight for all labor (union) and employee relations (nonunion) functions across the ...

The Pennsylvania State University

$81K - $122K/yr

For additional information on remote work at Penn State, seeNotice to Out of State Applicants. POSITION SPECIFICS Penn State is seeking a skilled Labor and Employee Relations Senior Specialist. This ...

Iron Mountain

... remote ... The Manager, Labor Relations Strategy & Engagement will provide proactive and reactive Labor ...

Iron Mountain

... remote ... The Manager, Labor Relations Strategy & Engagement will provide proactive and reactive Labor ...

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How much do remote labor relations jobs pay per year?

As of Sep 4, 2026, the average yearly pay for remote labor relations in the United States is $111,369.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,000.00 and $127,000.00 per year, depending on experience, location, and employer.

What is a remote labor relations?

A Remote Labor Relations job involves managing and overseeing workplace policies, employee relations, and labor law compliance while working remotely. Professionals in this role handle disputes, negotiate labor contracts, and ensure adherence to federal and state labor laws. They may also collaborate with HR teams, unions, and company leadership to foster a fair and legally compliant work environment. Strong communication, problem-solving, and knowledge of labor regulations are essential for success in this role.

What are the key skills and qualifications needed to thrive in remote labor relations?

To thrive as a Remote Labor Relations professional, you need a strong understanding of labor law, collective bargaining processes, conflict resolution, and human resources management, often supported by a relevant degree or certification such as SHRM or HRCI credentials. Familiarity with HRIS platforms, video conferencing tools, and document management systems is typically required. Exceptional communication, negotiation, and analytical skills, along with the ability to build relationships remotely, set top performers apart. These competencies ensure effective employee relations, policy implementation, and resolution of workplace issues in a distributed work environment.

What are the main challenges of working in remote labor relations, and how can I prepare for them?

One of the main challenges in Remote Labor Relations is effectively managing communication and resolving conflicts without face-to-face interaction, which requires heightened attention to detail and strong virtual collaboration skills. You may also encounter complex scenarios involving multi-state or international labor laws due to supporting a geographically dispersed workforce. To prepare, it's helpful to stay current with evolving employment regulations, hone your digital communication abilities, and develop strategies for building trust and rapport across virtual teams. Additionally, proactive organization and adaptability can help you navigate shifting priorities and ensure that both employee and organizational needs are addressed.

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Infographic showing various Remote Labor Relations job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 13% Part Time, 4% Contract, and 1% Nights. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $111,369 per year, or $53.5 per hour.

Executive Director, Employee and Labor Relations

George Washington University

On-site, Remote

$141K - $205K/yr

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 24 days ago

George Washington University rating

8.4

Company rating: 8.4 out of 10

Based on 17 frontline employees who took The Breakroom Quiz

102nd of 629 rated colleges and universities

Job description

Posting Details
I. JOB OVERVIEW
Job Description Summary:
The Executive Director, Employee and Labor Relations (ELR) provides leadership, strategy, direction and oversight for all labor (union) and employee relations (nonunion) functions across the university. In close collaboration with HR leadership and the Office of the Vice President and General Counsel (OGC) the Executive Director serves a key role in developing and advancing the university's labor relations strategy, ensuring a positive workplace climate while mitigating organizational risk, ensuring alignment with university priorities and compliance with applicable laws and university policies. The Executive Director also acts as a trusted advisor to executive leadership, management, and HR partners, navigating complex employee relations matters.
Primary Responsibilities include:
  • Strategic Leadership: Partner with the CPO, OGC and the Office of the Provost to develop and implement proactive labor relations strategies. Assist in advancing the university's position and proposal development for contract negotiations.
  • Labor Relations & Collective Bargaining: Serve as the primary HR liaison to OGC for collective bargaining and arbitration proceedings. Ensure effective administration of all CBAs while protecting management prerogatives. This includes preparing for and participating in union negotiations, interpreting and administering CBAs, overseeing administration of grievances filed under CBAs, and advising leadership on labor-related matters. Play a leading role in planning for and responding to union organizing activity, bringing a thoughtful, informed, and strategic approach to union engagement.
  • Employee Relations & Compliance: Oversee the resolution of complex ER escalations and investigations, consistent with university policies and federal, state, and local employment laws (e.g., Title VII, ADA, FMLA, DC Human Rights Act, National Labor Relations Act), and related university policies
  • Team Management: Lead and develop a high-performing ELR team, fostering expertise in conflict resolution, mediation, and crisis support.
  • Workplace Accommodations: Oversee the administration of workplace disability-related accommodations, ensuring data-driven monitoring and alignment with legal requirements.
  • Operational Excellence: Develop standard operating procedures, guidelines, and training materials. Leverage data and metrics to evaluate program effectiveness and inform future strategies.
  • Organizational Partnership: Collaborate with HR Business Partners and other HR functions to diagnose and address work environment issues, ensuring labor decisions support overall organizational health.

Performs other related duties as assigned. The omission of specific duties does not preclude the supervisor from assigning duties that are logically related to the position.
Minimum Qualifications:
Qualified candidates will hold a Bachelor's degree in an appropriate area of specialization plus 10 years of relevant professional experience, Master's degree, or higher, in a relevant area of study preferred. Relevant experience must include at least 2 years of senior leadership/executive level experience. Degree must be conferred by the start date of the position.
Additional Required Licenses/Certifications/Posting Specific Minimum Qualifications:
Preferred Qualifications:
  • Education: Degree in Human Resources, Industrial Relations, Business, or a related field (Master's or JD preferred)
  • Experience: 10+ years of experience in Employee & Labor Relations, with at least 3 years in a leadership role managing professional staff. Practical experience in labor relations or specialized labor negotiations.
  • Expertise: Extensive experience in collective bargaining and negotiations, arbitration advocacy, and complex investigations within a large, organizationally diverse, and highly unionized environment.
  • Legal Knowledge: Understanding of US employment laws (e.g. Title VII, ADA, FMLA, NLRA) and legal reasoning skills.
  • Strategic Mindset: Proven ability to balance long-term strategic goals with immediate operational needs, using data to drive decision-making.
  • Communication: Exceptional influence and relationship-building skills, with the ability to navigate sensitive stakeholder environments with integrity and credibility.
  • Proficiency in leveraging technology (AI, Google Workspace) to streamline HR processes and training.
  • Experience creating and implementing templates, tools, training and education.
  • Prior experience as an Human Resource Business Partner.
  • General knowledge of human resource management theories, principles and practices encompassing HR functional areas, such as compensation/benefits, training and organizational development, workplace diversity, staffing/recruitment and leadership/management development.

Hiring Range
$141,581.98 - $205,269.79
GW Staff Approach to Pay
How is pay for new employees determined at GW?
Healthcare Benefits
GW offers a comprehensive benefit package that includes medical, dental, vision, life & disability insurance, time off & leave, retirement savings, tuition, well-being and various voluntary benefits. For program details and eligibility, please visit https://hr.gwu.edu/benefits-programs.
II. JOB DETAILS
Campus Location:
Foggy Bottom, Washington, D.C.
College/School/Department:
General Counsel
Family
Human Resources
Sub-Family
EEO & Employee Relations
Stream
Executive
Level
Level 1
Full-Time/Part-Time:
Full-Time
Hours Per Week:
40
Work Schedule:
Monday - Friday 8:00AM - 5:00PM
Will this job require the employee to work on site?
Yes
Employee Onsite Status
Hybrid
Telework:
Yes
Required Background Check:
Criminal History Screening, Education/Degree/Certifications Verification, Social Security Number Trace, and Sex Offender Registry Search
Special Instructions to Applicants:
Employer will not sponsor for employment Visa status
Internal Applicants Only?
No
Posting Number:
S014397
Job Open Date:
08/11/2026
Job Close Date:
If temporary, grant funded, Sponsored Project funded or limited term appointment, position funded until:
Background Screening
Successful Completion of a Background Screening will be required as a condition of hire.
EEO Statement:
The university is an Equal Employment Opportunity employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.

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About George Washington University

Sourced by ZipRecruiter

George Washington University (GWU) is not a traditional company, but an esteemed hub of higher education nestled in the heart of Washington, DC, US. Established in 1821 through an Act of Congress, fulfilling George Washington's vision of an institution in the nation's capital dedicated to educating future leaders. Within the education sector, the university provides a range of products and services, such as undergraduate degrees, graduate degrees, and various research programs across diverse disciplines. The university is guided by the core values of learning, communication, community, diversity, excellence, respect, service, and teamwork.

Industry

Colleges, universities, and professional schools and education programs administration

Company size

1,001 - 5,000 Employees

Headquarters location

Washington, DC, US

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