Project Manager

Role: Project Manager
Duration: 9 months
Location: Portland OR. 80% Remote (Would prefer someone local but okay with candidates that can be onsite as needed. Travel is reimbursed)


Looking for a PM that has experience with OR Union and Labor relations.
Knows the lingo and regulations. Focus will be on the Ratification Process and helping with the reporting needs.

Client is experiencing sustained growth in union representation, resulting in a significant increase in ratification activity and related operational work across Labor Relations, Compensation, Payroll, HRBI, Talent Acquisition, and IS. In addition to ratification implementation, the organization must stabilize labor reporting, address post-ratification data cleanup, and manage ongoing changes affecting payroll accuracy and operational readiness.

Project/Program Management Support

This role will mainly be working with our leader in our People & Culture (P&C), and her team at Legacy, but the PM will also report up through the EPMO and will be able to utilize our tools/templates for regular project/program management activities.

Please see below the SOW provided for a deeper look at the exClienttations of skills and deliverable for these candidates:

Program Management Support
Union Labor Data & Ratification Coordination

Background and Purpose
Client is experiencing sustained growth in union representation, resulting in a significant increase in ratification activity and related operational work across Labor Relations, Compensation, Payroll, HRBI, Talent Acquisition, and IS.

In addition to ratification implementation, the organization must stabilize labor reporting, address post-ratification data cleanup, and manage ongoing changes affecting payroll accuracy and operational readiness

While functional teams are performing required tasks, coordination currently occurs reactively and inconsistently. There is no single integrated workplan, dependency tracking mechanism, or real-time visibility into progress and risks across teams. This creates execution risk during compressed ratification timelines and increases the likelihood of rework, late discoveries, and payroll impacts.

This engagement provides dedicated program management support to coordinate all labor data and ratification-related work as a unified program. The objective is to establish a consistent execution model, improve visibility, align priorities, and reduce rework and operational risk. This role will also surface barriers to reliable labor data and reporting so these can be addressed though appropriate channels or, if applicable, incorporated in the overall workplan.

Program Governance
Internal Executive Sponsor / SOW Owner:
VP Talent Management & People Analytics

Responsibilities:
Executive sponsorship and scope authority
Prioritization and escalation decisions
Approval of deliverables
Direction on cross-COE alignment

Contractor Role
Program Manager - Union Data/Reporting & Ratification Coordination
This contractor will serve as a single program manager responsible for the coordination sequencing and visibility across all labor data-related work streams including reporting stabilization.
The contractor should possess strong experience managing data intensive or analytics programs and demonstrate familiarity with reporting environments including HRIS reporting, business intelligence tools or data governance practices
This expertise is intended to enable effective prioritization, requirements clarification and risk management across reporting work.
The contractor may provide guidance and support to the reporting and analytics contractor but will not serve as the primary reporting resource unless explicitly directed.

Preferred Experience
Experience managing complex HRIS, payroll or labor data-related program implementations
Familiarity with reporting and analytics environments; experience managing data-intensive or analytics programs preferred
Ability to translate business requirements into reporting priorities
Experience working across multiple functional teams and data owners
Health care and unionized environment experience preferred
Scope of Work

Phase 1 Stand-Up and Stabilize
Objective: Establish a unified labor data coordination structure.

The contractor will:
Inventory all active labor-data initiatives and ratification efforts
Establish standardized intake for new labor-related data and ratification work
Build an integrated cross-COE workplan
Define prioritization framework aligned to operational risks
Establish governance cadence and escalation pathways
Identify key dependencies, risks, and handoffs
Identify data definition gaps, inconsistencies, and structural issues that materially affect labor data accuracy, reporting reliability or ratification execution
Document issues and incorporate them into the program work plan for prioritization by internal stakeholders

Deliverables:
Integrated cross-COE workplan
Intake and prioritization framework
Initial risk, issue and dependency register
Program governance cadence and communication plan

Phase 2 - Active Program Coordination
Objective: Provide execution discipline across concurrent labor-related data workstreams.

Activities:
Coordinate sequencing across Labor Relations, Compensation, Payroll, HRBI, TA, and IS
Manage interdependencies between ratification work and reporting stabilization
Coordinate and oversee the work of the reporting and analytics contractor, including prioritization sequencing dependency management and integration with program and operational timelines
Maintain real-time visibility into status, risks, and blockers
Facilitate readiness checkpoints prior to implementation milestones
Support command-bridge style coordination during compressed timelines
Track decisions, issues and action items

Deliverables:
Ongoing program status reporting to executive sponsor
Updated risk, issue, and decision logs
Readiness and implementation coordination artifacts
Visibility dashboard or summaries as appropriate

Phase 3 - Embed & Transition
Objective: Establish sustainable labor data and ratification/renegotiation program management practices.

Activities:
Document coordination standards, tools, and playbooks
Transition ownership to internal leaders
Validate sustainment approach

Deliverables:
Coordination playbook(s)
Transition plan
Final summary of recommendations for sustainment
Operational guidance materials and job aids as appropriate, e.g. reporting tip sheets, intranet pages
Explicit Out-of-Scope Items
The contractor will not:
Make labor strategy, policy, or legal decisions
Design or configure HR or payroll systems
Replace functional accountability for business or technical deliverables
Redefine union data structures
Prioritize work outside of sponsor guidance
Implement system redesigns or structural data changes unless approved
Success Criteria
Success will be measured by:
Existence of a single integrated cross-COE workplan
Alignment of reporting stabilization with operational needs
Improved visibility into risks and dependencies
Reduced late discoveries and rework
Consistent coordination during ratification windows
Clear transition to internal sustainment

5. Assumptions
Functional teams retain ownership of deliverables
Reporting contractor operates within this program structure
Scope is stabilization-focused unless amended
Internal stakeholders will provide timely participation