Director, Labor and Faculty Relations

Position Summary
Under limited supervision, the Director of Labor and Faculty Relations leads university-wide efforts in managing labor and faculty relations functions. This role involves developing and implementing strategies to foster positive relations with labor unions and faculty members, handling grievances, ensuring compliance with labor laws and academic policies, and negotiating collective bargaining agreements. The director works closely with HR and academic leadership to promote a positive and productive working and learning environment.
Position Specific

Accountabilities/Responsibilities
Labor Relations:

Serve as the primary liaison between the university and labor unions.
Negotiate, interpret, and administer collective bargaining agreements.
Handle union-related grievances and arbitration cases.
Ensure compliance with labor laws and regulations, advising management on labor relations matters.
Lead labor contract negotiations and manage relationships with union representatives.

Faculty Relations:

Develop and implement faculty relations strategies to promote a positive academic environment.
Address faculty grievances and disputes, conducting thorough investigations and resolving issues in a fair and timely manner.
Provide guidance and support to academic leadership and faculty on faculty relations issues, including conflict resolution and disciplinary actions.
Collaborate with academic leadership to ensure policies and practices align with institutional goals and academic standards.

Policy Development:

Develop, implement, and update policies and procedures related to labor and faculty relations.
Ensure policies are aligned with organizational goals, academic standards, and legal requirements.

Compliance and Reporting:

Monitor and ensure compliance with federal, state, and local labor laws and academic policies.
Prepare and submit reports required by regulatory agencies.
Stay updated on labor legislation, academic policies, and industry trends to anticipate and manage potential impacts on the university.

Training and Development:

Design and deliver training programs for managers, academic leaders, and faculty on labor and faculty relations topics.
Promote a culture of continuous improvement and professional development within the organization.

Leadership and Management:

Lead and mentor the labor and faculty relations team, fostering a collaborative and high-performing work environment.
Collaborate with HR and academic leadership to align labor and faculty relations initiatives with overall institutional strategy.

Additional Responsibilities:

Develops and establishes relationships with key search firms to support labor and faculty relations.
Implements proactive plans for labor and faculty relations projects, including tailored research and outreach.
Communicates with all stakeholders regularly on progress and issues.
Serves as an advisor to search committees or others charged with hiring decisions.
Oversees the budget for labor and faculty relations, ensuring cost-efficient service provision.
Functions as a strategic resource to the President's Cabinet on labor and faculty relations as needed.
Perform other duties as assigned by the Vice President for Human Resources or Provost.

Loyola Marymount University Expectations
Exhibit behavior that supports the mission, vision, and values of the

university.

Communicate

and employ interpersonal actions that model high standards of professional, responsible, accountable, and ethical

conduct.

Demonstrate

a commitment to outstanding customer service.
The above statements describe the general nature and level of work being

performed.

This

document is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.

Requisite Qualifications
Typically a Bachelor's Degree in Business Administration, Human Resources, labor Relations, Education Administration or related field or equivalent experience. Master's degree

preferred.

Incumbent

will be expected to continue upgrading knowledge, skills, and abilities needed to keep abreast of academic regulation/policy changes.
Minimum 7 or more years of experience in negotiation, contract administration, labor law and faculty relations. Minimum of 3 years in a leadership

role.

Proven

experience in negotiating and administering collective bargaining agreements.
Experience with higher education clients and/or experience working in an institution of higher education is preferred.
Demonstrated knowledge of current human resource 'best practices', employment and labor laws, policy & procedure

interpretation. Strong

problem-solving and conflict resolution abilities.
Ability to work effectively with diverse groups and manage multiple priorities. Ability to work independently, handle multiple priorities, and exercise judgment and professionalism.
Ability to adapt to changing organizational priorities and balance goal orientation with process.
Ability to develop strategy and tactics.
Exemplary communication skills (both written and oral) evidenced by background in investigations, preparing comprehensive reports, and general employee and management communication.
Highly developed organizational and analytic skills.
Demonstrated computer competency and preferably knowledgeable of HRIS systems (Workday experience preferred.)
The above statements describe the general nature and level of work being

performed.

This

document is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.

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