Urgent Requirement || Employee Relations / Labor Relations Program Manager || 100% Remote
Remote • Posted 4 hours ago • Updated 4 hours agoDice Job Match Score™
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Job Details
Skills
- Adobe
- Cadence
- Labor Relations
Summary
Hi,
I hope you are doing well.
Please let me know if you are looking for a job change and interested in the below position
Additional Job Information:
Title: Employee Relations / Labor Relations Program Manager
Position Type: Right to Hire
Location: 100% Remote
Description:
Interview: Virtual
- 7 + years as a Program and Project Manager with in ER / LR working on process optimization, implementing new processes, building playbooks and other flipbooks and visuals for companies to adopt. "Process Adoption” etc…
- 7+ years of experience in {ER/LR} Employee Relations and Labor Relations including discipline, performance management, and investigations
- 7+ years’ experience converting core ER/LR workflows into practical playbooks, decision tools, templates, and training manuals that leaders and HR partners can execute
- The program manager drives implementation, adoption, and continuous improvement across key ER/LR workstreams, including investigations, performance management and corrective action, reductions in force, effects bargaining, grievance response, and negotiation preparation.
- Experience integrating ER/LR workflows into case management or HR technology environments.
- Experience building ER/LR dashboards or scorecards for throughput, outcomes, and adoption.
- Strong project or program management experience delivering cross-functional operational improvements AND strong stakeholder management experience.
- This person can come from being a Consultant at one of the Big Top 10 consulting Firms in the country OR come from Starbucks or Adobe, or Healthcare of Tech sectors
The Employee Relations / Labor Relations (ER/LR) Program Manager designs, standardizes, and implements a scalable ER/LR operating system.
This role converts core ER/LR workflows into practical playbooks, decision tools, templates, and training that leaders and HR partners can execute consistently.
The program manager drives implementation, adoption, and continuous improvement across key ER/LR workstreams, including investigations, performance management and corrective action, reductions in force, effects bargaining, grievance response, and negotiation preparation.
This is not a policy-only role. This is a builder and implementer who can run cross-functional programs, streamline execution, and improve capacity through clear standards and repeatable process design.
Primary Objectives
- Standardize ER/LR execution through clear playbooks and workflows that reduce variation, rework, and risk.
- Improve speed and quality of outcomes by simplifying steps, clarifying ownership, and embedding decision logic.
- Increase capacity by creating leader-ready tools and scalable documentation standards.
- Drive adoption through training, change management, and governance.
Key Responsibilities
1) Assess Current State and Build a Delivery Roadmap
- Inventory existing ER/LR processes, templates, and tools through structured stakeholder intake.
- Identify inconsistencies, bottlenecks, duplicated steps, documentation gaps, and risk exposure points.
- Create a prioritized roadmap based on volume, risk, cycle time, and business impact.
2) Design Standardized ER/LR Playbooks and Processes
- Convert priority workflows into standardized playbooks with step-by-step runbooks, process maps, and decision trees.
- Define escalation criteria, required documentation standards, and practical quality checks that improve defensibility and consistency.
- Establish role clarity and handoffs using a RACI model (Leader, HRBP, ER, LR, Legal) and clear SLAs where applicable.
- Create tools leaders will use in real time, including templates, scripts, checklists, meeting agendas, and documentation guides.
- Ensure playbooks reflect labor relations considerations when applicable (CBA obligations, grievance pathways, effects bargaining triggers, past practice risk, and readiness for information requests).
3) Implement and Drive Cross-Functional Execution
- Own the end-to-end program plan including milestones, dependencies, stakeholder mapping, risk log, and decision log.
- Facilitate working sessions, drive action tracking, and remove blockers across HR, Legal, Operations, and other partners.
- Operationalize workflows with clear handoffs and escalation pathways so execution is repeatable and consistent.
4) Change Management, Training, and Adoption
- Develop and execute rollout plans for each playbook, including communications and stakeholder enablement.
- Create leader and HR training materials such as quick guides, job aids, FAQs, and scenario-based exercises.
- Facilitate training sessions and office hours to reinforce adoption and troubleshoot issues.
- Establish a feedback loop to refine tools based on usage and stakeholder input.
- 5) Measurement, Governance, and Continuous Improvement
- Define and implement success measures such as cycle time, rework rates, escalation trends, and documentation quality.
- Build a QA framework for high-risk workflows, especially investigations and discipline.
- Establish governance for playbooks and templates including ownership, approval workflow, version control, update cadence, and retirement rules.
- Scope Examples (Priority Workstreams)
Depending on business need and sequencing, scope may include:
- Workplace Investigations: intake triage, scope definition, evidence handling, credibility assessment, and report standards
- Performance Management and Corrective Action: coaching-to-documentation standards, decision logic, and escalation criteria
- Reductions in Force: planning, documentation guardrails, approvals, and communications sequencing
- Effects Bargaining: trigger analysis, notice strategy, preparation, documentation, and implementation sequencing
- Negotiations Support: proposal development, costing inputs, issue logs, meeting governance, and stakeholder alignment
- Grievance response documentation and process standards (as applicable)
Required Qualifications
- 7+ years of experience in Employee Relations and/or Labor Relations (or equivalent), including discipline, performance management, and investigations.
- Demonstrated experience building standardized processes and playbooks that drive execution consistency.
- Strong project or program management experience delivering cross-functional operational improvements.
- Working knowledge of labor relations fundamentals, including sensitivity to union environments, grievance processes, effects bargaining concepts, and negotiation preparation.
- Excellent writing, facilitation, and stakeholder management skills.
- Strong judgment and risk orientation; ability to build processes that are both practical and legally defensible.
- High confidentiality and discretion with sensitive employee information.
Preferred Qualifications
- Experience working in multi-state environments with complex compliance considerations.
- Experience integrating ER/LR workflows into case management or HR technology environments.
- Experience building ER/LR dashboards or scorecards for throughput, outcomes, and adoption.
- Formal investigations training or demonstrated expertise in investigative standards and report writing.
- Core Competencies
- Builder mindset: creates structure from ambiguity and delivers usable work products.
- Operational rigor: clear plans, tight follow-through, pragmatic simplification.
- Influence without authority: aligns cross-functional partners and leaders.
- Practical risk management: embeds guardrails without creating bureaucracy.
- Change leadership: drives adoption, not just documentation.
- Deliverables (Work Product Expectations)
- ER/LR process inventory and prioritized roadmap.
- Playbook packets for priority workflows, each including runbook, process map, decision tree, RACI, escalation criteria, SLAs, templates and checklists, and a leader quick guide.
- Implementation toolkit including rollout plan, training materials, communications, office hours plan, and adoption measures.
- Governance model including owners, version control, update cadence, and change control process.
- Metrics framework including definitions and recommendations for tracking outcomes and adoption
Thanks & Regards,
Anikat Kumar
Sr. Technical Recruiter
ShiftCode Analytics Inc.
Email:
Address :
- Dice Id: 91128109
- Position Id: 8863709
- Posted 4 hours ago
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