Employee and Labor Relations Representative

Position Summary:

The Employee and Labor Relations Representative is responsible for managing and improving the relationship between the organization and its employees, with a particular focus on union-related matters. This role ensures compliance with labor laws, interprets and applies collective bargaining agreements, and addresses employee concerns. The representative plays an integral part in resolving conflicts, promoting fair treatment, and helping maintain a positive and productive work environment. They work closely with HR, union representatives, and management to support the organization’s goals while fostering strong labor relations and employee engagement.

Position Qualifications:

The ideal candidate will have a minimum of 4 years of experience in employee and labor relations, including a solid understanding of labor laws, grievance procedures, and collective bargaining processes. Experience working in a unionized environment is highly preferred, as well as familiarity with negotiating labor contracts, resolving disputes, and handling union-related concerns. The candidate must be able to effectively balance employee needs with organizational goals while maintaining professionalism and fairness in all interactions. Strong problem-solving, communication, and interpersonal skills are essential, along with the ability to remain objective when managing sensitive issues. The candidate should also demonstrate a proactive approach to conflict resolution and the ability to adapt to a dynamic and fast-paced work environment.

Duties and Responsibilities:

• Serve as the primary point of contact for employees and management regarding workplace issues, grievances, and disputes.


• Provide guidance on employee relations policies, legal compliance, and organizational standards.


• Investigate employee complaints, conduct interviews, and gather facts to resolve issues in a fair and timely manner.


• Advise and assist managers with performance management, disciplinary actions, and conflict resolution to promote a positive work environment.


• Partner with HR to develop and implement programs that improve employee engagement, satisfaction, and retention.


• Work closely with union representatives to address concerns, interpret union agreements, and facilitate communication between management and unionized employees.


• Monitor workplace trends and conduct regular audits to identify potential issues before they escalate.


• Conduct training sessions for managers and supervisors on employee relations topics, including conflict management, communication skills, and labor laws.


• Maintain accurate records of investigations, resolutions, and other employee relations activities.


• Stay current on changes in labor laws, workplace regulations, and best practices in employee relations.