Director, Labor & Employee Relations

Overview NRDC (the Natural Resources Defense Council) works to safeguard the Earth, its people, its plants and animals, and the natural systems on which all life depends. NRDC combines the power of more than 3 million members and online activists with the expertise of some 800 policy advocates, lawyers, scientists, and communication experts to confront the climate crisis, protect nature, ensure the rights of all people to clean air, clean water, and healthy communities.  As an international nonprofit environmental organization, NRDC is working to address the world’s most urgent environmental challenges, and advance innovative, science-based, and enforceable solutions.   Since our founding in 1970, NRDC has helped craft and deliver many of America’s foundational environmental laws, including the Clean Air Act, Clean Water Act and Safe Drinking Water Act. Today, we continue to lead in advancing and defending strong environmental protections at the local, state, federal and international levels, as well as through the marketplace. Our team works across the United States and around the world, from offices in Chicago, Los Angeles, New York City, San Francisco, and Washington, D.C., as well as in Beijing, and New Delhi (a subsidiary of NRDC India Pvt. Ltd.).   Supported by our members and online activists, NRDC is driving impactful solutions that confront the climate crisis, defend nature and safeguard public health across Asia, Africa, and the Americas. At NRDC, we believe lasting change happens when people bring their talent, passion, and expertise together for a common purpose: to build a cleaner, healthier, and more resilient world. Learn more at nrdc.org  POSITION SUMMARY    The Director, Labor & Employee Relations leads NRDC’s labor and employee relations programs. Reporting to the Chief People and Diversity, Equity and Inclusion Officer (CPDEIO) and collaborating with the Office of General Counsel (OGC) and other senior leaders, this role is responsible for developing and executing labor relations strategy, employee relations, and compliance with labor law.  This role is also responsible for advising other senior leaders on labor strategy, contract administration, and the consistent application of workplace policies.  Responsibilities To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the following essential functions.  Manage the Labor Relations function for NRDC, including:   Participate in the Management Bargaining Team (MBT), representing NRDC management in the collective bargaining process and managing labor union relationships   Project manage bargaining activities, timelines, and communications with internal stakeholders and union representatives  Deeply understand the provisions of the collective bargaining agreement (CBA) and provide training and guidance to NRDC leaders and People and ODEI team members on managing under CBA provisions, including contract administration and grievance handling   Partner across the organization to identify trends and proactively address issues to reduce grievances   In partnership with the HR Partner and Office of DEI teams, oversee Employee Relations matters, including:   Provide guidance to managers and HR Partners to ensure consistent employee relations practices across the organization   Oversee documentation and handling of employee relations matters  Lead or support investigations and ensure timely, well-documented resolution  Advise on appropriate resolution strategies, including discipline and corrective action  Review case management processes and data for continuous improvement by identifying trends and improving consistency  Provide technical advice and guidance to HR Partners and managers on employee performance relations matters, performance management, and discipline  Oversee all People policies, including:   Serve as the subject matter expert for policy interpretation and guidance, in partnership with People functional leaders when applicable   Responsible for the full lifecycle of policy updates, including development, review, updates, stakeholder management, and communication  Identify and plan training or education for managers and staff around policy expectations and application  Stay updated on labor laws, regulations, and industry trends to ensure compliance in all areas of work; share appropriate updates and recommendations proactively with key stakeholders  In collaboration with the People Analytics team, generate analytics for the CPDEIO and other leaders, including reports to track and analyze trends in workplace issues to identify areas for improvement and develop preventive strategies  The above list of duties is not comprehensive but generally demonstrates the types of matters under this position’s responsibility. Other duties may be assigned.   Qualifications Minimum Education & Experience:     A bachelor’s degree in a related field or equivalent combination of education and related work experience  Certification or education in labor relations (e.g., SHRM-CP or SHRM-SCP) and/ or related coursework is preferred  Minimum of 7 years of successful experience in employee and labor relations, including experience with labor unions, labor negotiations and contract administration  Demonstrated, successful experience in labor relations, including union negotiations and contract administration   Experience managing employee investigations and complex stakeholder-driven projects  Skills, Abilities, Competencies    Deep knowledge of federal, state, and local labor laws and regulations  Creative and resourceful, with strong interpersonal, negotiation, problem-solving and conflict resolution skills  Ability to quickly and effectively build relationships with colleagues, department managers and labor union