Labor Relations Manager

The Yale Club of New York City is seeking an experienced Labor Relations Manager to join its Human Resources team. This role is responsible for overseeing all aspects of union relations, including contract administration, compliance, talent acquisition for union roles, employee relations, and performance management for unionized staff. Serving as the primary liaison to the Club’s unions (Local 6, Local 94, DC9), the Labor Relations Manager ensures consistent contract interpretation, proactive issue resolution, and adherence to all labor regulations.

In close partnership with the Director of Human Resources, this position aligns labor practices with operational and compensation strategies, while supporting organizational effectiveness through training and HR systems management (Paylocity) for all staff.

Essential Functions:

Labor Relations & Contract Management

• Serve as the primary point of contact for all union interactions. 
• Interpret and administer collective bargaining agreements. 
• Manage grievance procedures, including investigations, documentation, and resolution. 
• Participate in union meetings, hearings, and negotiations as needed.      

Labor/Employee Relations

• Utilize strong research and analytical skills to gather, assess, and synthesize information from multiple sources in support of thorough and defensible workplace investigations.
• Manage employee relations matters involving union and non-union staff, including disciplinary actions and investigations. 
• Advise and support managers in applying contract-compliant performance management practices. 
• Conduct fair, thorough, and timely workplace investigations. 
• Partner with leadership to ensure consistency, reduce risk, and support positive labor relations. 

Talent Acquisition (Union Roles) 

• Lead and manage the recruitment and hiring process for union positions in accordance with collective bargaining agreements.

• Partner with union representatives, hiring managers, and Director of Human Resources team members to ensure compliant and efficient hiring practices.

• Coordinate job postings, candidate sourcing, and selection processes for union roles.

• Ensure proper documentation and adherence to union hiring protocols, including seniority, bidding, and referral processes where applicable.

Performance Management

• Lead and manage the performance review process for non-union employees. 
• Support managers in setting goals, providing feedback, and addressing performance concerns. 
• Partner with the Director of Human Resources on performance management processes impacting union employees. 
• Promote consistency and accountability in performance practices. 

HR Systems & Data Management (Paylocity)

• Administer and maintain HRIS (Paylocity), including Performance Management and Onboarding modules. 
• Ensure timely and accurate entry of employee data, including new hires, status changes, and updates. 
• Manage performance review cycles, documentation, and reporting within the system 
• Utilize the Community module to support internal communications and employee engagement efforts 
• Train managers on HRIS tools and processes related to performance management and employee lifecycle events 

Training & Development

• Develop and deliver training programs on employee and labor relations topics, including conflict resolution, communication, and workplace conduct. 
• Provide coaching and guidance to managers and supervisors on handling employee relations issues effectively. 
• Partner with the Director of Human Resources to deliver educational programming related to labor relations and workplace expectations. 

Compliance & Risk Management

• Ensure compliance with all applicable employment laws, regulations, and collective bargaining agreements 
• Maintain HR compliance postings and bulletin boards, ensuring required notices are current and properly displayed 
• Conduct regular audits and assessments to identify and address compliance risks 
• Partner with legal counsel and union representatives, as needed, to resolve complex employment matters and mitigate risk 

Conflict Resolution & Workplace Relations

• Mediate workplace conflicts involving union employees, striving for fair and timely resolution 
• Advise managers on conflict resolution strategies and best practices      
• Foster proactive communication and collaboration to minimize workplace disputes and support a positive work environment 

Collaboration & Partnership

• Partner closely with the Payroll Manager to ensure accurate interpretation and application of contract provisions impacting pay. 
• Collaborate with HR leadership and department heads to align labor practices with operational goals. 
• Support broader HR initiatives impacting the union workforce. 

• Bachelor’s degree in human resources, Labor Relations, Business Administration, or a  related field required; master’s degree or relevant certifications (e.g., PHR, SPHR, SHRM-CP/SCP) preferred.
• 5–8+ years of labor relations or employee relations experience in a unionized environment. 
• Strong knowledge of U.S. employment laws (FLSA, Title VII, ADA, FMLA, etc.) and familiarity with laws and guidelines for the hospitality industry.
• Strong knowledge of collective bargaining agreements and grievance processes. 
• Experience  conducting workplace investigations. 
• Familiarity with HRIS systems (Paylocity preferred). 
• Excellent communication, conflict resolution, and interpersonal skills. 
• Ability to influence, coach, and advise leadership and staff effectively. 

Essential functions listed in this job description are not all-inclusive. The Labor Relations Manager may be assigned additional duties and responsibilities as required by the Director of Human Resources.