<h2>Overview</h2>NRDC (the Natural Resources Defense Council) works to safeguard the Earth, its people, its plants and animals, and the natural systems on which all life depends. NRDC combines the power of more than 3 million members and online activists with the expertise of some 800 policy advocates, lawyers, scientists, and communication experts to confront the climate crisis, protect nature, ensure the rights of all people to clean air, clean water, and healthy communities.  As an international nonprofit environmental organization, NRDC is working to address the world’s most urgent environmental challenges, and advance innovative, science-based, and enforceable solutions.    Since our founding in 1970, NRDC has helped craft and deliver many of America’s foundational environmental laws, including the Clean Air Act, Clean Water Act and Safe Drinking Water Act. Today, we continue to lead in advancing and defending strong environmental protections at the local, state, federal and international levels, as well as through the marketplace. Our team works across the United States and around the world, from offices in Chicago, Los Angeles, New York City, San Francisco, and Washington, D.C., as well as in Beijing, and New Delhi (a subsidiary of NRDC India Pvt. Ltd.).    Supported by our members and online activists, NRDC is driving impactful solutions that confront the climate crisis, defend nature and safeguard public health across Asia, Africa, and the Americas. At NRDC, we believe lasting change happens when people bring their talent, passion, and expertise together for a common purpose: to build a cleaner, healthier, and more resilient world. Learn more at nrdc.org  POSITION SUMMARY  The Director, Labor &amp; Employee Relations leads NRDC’s labor and employee relations initiatives, including matters involving unionized employees, complex employee grievances, investigations, and workplace policy. Reporting to the Chief People and Diversity, Equity and Inclusion Officer (CPDEIO) and collaborating with the Office of General Counsel (OGC) and other senior leaders, this role is responsible for developing and executing labor relations strategy, employee relations, and compliance with labor law, and serving as NRDC’s primary senior advisor on high-risk, sensitive, and precedent-setting employee relations matters. This role is also responsible for advising other senior leaders on labor strategy, contract administration, and the consistent application of workplace policies. The Director represents and protects NRDC’s interests in complex grievance, arbitration, and labor-management matters, requiring sound legal judgment, strong executive presence, and highly effective communication with internal and external stakeholders.<h2>Responsibilities</h2> To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the following essential functions. <ul> <li>Manage the Labor Relations function for NRDC, including:  </li> <ul> <li>Serve as a representative in NRDC’s Management Bargaining Team (MBT), representing NRDC management in the collective bargaining process and managing labor union relationships  </li> <li>Develop and deliver clear, persuasive, and timely communications on sensitive labor matters to senior leaders, managers, employees, union representatives, and external counsel, balancing legal, operational, employee-relations, and reputational considerations.</li> <li>Project manage bargaining activities, timelines, and related communications with internal stakeholders and union representatives </li> <li>Deeply understand the provisions of the collective bargaining agreement (CBA) and provide training and guidance to NRDC leaders and People and ODEI team members on managing under CBA provisions, including contract administration and grievance handling  </li> <li>Influence executive decision-making across the organization, translating complex labor and employee relations risks, options, and recommendations into practical, actionable guidance.   </li> </ul> <li>In partnership with the HR Partner and DEI teams, oversee Employee Relations matters, including:  </li> <ul> <li>Provide guidance to managers and HR Partners to ensure consistent employee relations practices across the organization  </li> <li>Oversee documentation and handling of employee relations matters </li> <li>Lead and oversee complex, sensitive, and high-risk employee relations investigations, including matters involving senior employees, multiple stakeholders, potential legal exposure, or significant organizational impact; ensure timely, thorough, and well-documented resolution.</li> <li>Advise on appropriate resolution strategies, including discipline and corrective action, in partnership with OGC.</li> <li>Review case management processes and data for continuous improvement by identifying trends and improving consistency </li> <li>Provide advice and guidance to HR Partners and managers on employee performance relations matters, performance management, and discipline </li> </ul> <li>Oversee all People policies, including:  </li> <ul> <li>Serve as the subject matter expert for policy interpretation and guidance, in partnership with People functional leaders when applicable  </li> <li>Responsible for the full lifecycle of policy updates, including development, review, updates, stakeholder management, and communication </li> <li>Identify and plan training or education for managers and staff around policy expectations and application </li> </ul> <li>Stay updated on labor laws, regulations, and industry trends to ensure compliance in all areas of work; share appropriate updates and recommendations proactively with key stakeholders </li> <li>In collaboration with the People Analytics team, generate analytics for the CPDEIO and other leaders, including reports to track and analyze trends in workplace issues to identify areas for improvement and develop preventive strategies </li></ul>The above list of duties is not comprehensive but generally demonstrates the types of matters under this position’s responsibility. Other duties may be assigned.  <h2>Qualifications</h2>Minimum Education &amp; Experience:   <ul> <li>A bachelor’s degree in a related field or equivalent combination of education and related work experience </li> <li>Certification or education in labor relations (e.g., SHRM-CP or SHRM-SCP) and/ or related coursework is preferred </li> <li>Minimum of 10 years of progressively responsible experience in employee and labor relations, including experience with labor unions, labor negotiations and contract administration </li> <li>Demonstrated, successful experience in labor relations, including union negotiations and contract administration  </li> <li>Experience managing high-risk employee relations investigations and making recommendations on sensitive matters involving discipline, performance, workplace conduct, and organizational risk</li> <li>Experience developing enterprise-wide labor or employee-relations strategies, policies, processes, and manager guidance</li></ul>Skills, Abilities, Competencies  <ul> <li>Deep knowledge of federal, state, and local labor laws and regulations </li> <li>Creative and resourceful, with strong interpersonal, negotiation, problem-solving and conflict resolution skills </li> <li>Ability to quickly and effectively build relationships with colleagues, department managers and labor union leaders internally and externally </li> <li>Exceptional oral and written communications skills, with a strong ability to build consensus </li> <li>Ability to apply an equity lens to employee relations casework and investigations </li> <li>Knowledge of trauma-informed practices and methods </li> <li>Ability to maintain confidentiality and handle sensitive information with discretion is a must </li> <li>Ability to travel to NRDC U.S. based offices, approximately 10% annually </li> <li>Commitment to NRDC’s mission, values, and DEI principles </li></ul>PHYSICAL DEMANDS    The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position within the described work environment. Frequently: Perform desk-based computer tasks Frequently: Ability to interact and communicate with employees and others as necessary Frequently:  Attend planned meetings and collaborate with management and coworkers Occasionally: Ability to attend events and activities in the office or offsite  Work is sometimes performed primarily in office.  The noise level in the work environment is usually quiet in office settings and moderate in other situations.  Hours of employment may sometimes require working flexible and/or longer hours, including nights and weekends, when necessitated by projects. The job includes work-related situations such as those involving challenging, important, urgent, time-sensitive, or multiple matters.  NRDC is committed to advancing diversity, equity, and inclusion, both in our work and in our workplace. We believe that celebrating and actively welcoming diverse voices and perspectives is essential to solving the planet's most pressing environmental problems, and we encourage applications from candidates whose identities have been historically under-represented in the environmental movement.  We are an equal opportunity employer and do not discriminate in hiring or employment on the basis of race, color, religion, gender, gender identity or expression, marital status, sexual orientation, national origin, citizenship, age, disability, veteran status, or any other characteristic protected by federal, state, or local law. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.   We offer competitive salaries, excellent benefits, and a supportive working environment. Salary is based on a nonprofit scale and is commensurate with skills and experience. Internal equity will be reviewed and considered to determine a final offer. For this position, the salary range is $170,000 to $190,000.   NRDC operates under a hybrid work model. Employees are required to come to the office 8 days per month.  As a science-based organization, NRDC aims to do our part to help contain the COVID-19 public health crisis. For the sake of health, safety, and equity, we ask that people be vaccinated unless they have an approved medical or religious accommodation or other exemption in accordance with state and local law. We consider a person to be vaccinated two weeks after receiving one full course of a CDC-approved vaccine. In accordance with state or local law, new hires will be asked to attest to vaccination, those wishing to do so may request medical or religious accommodations or other exemptions via NRDC Employee Relations. NRDC treats all vaccine-related data confidentially, in keeping with local, state, and federal laws.  To apply, visit www.nrdc.org/careers and upload your résumé and cover letter. Please mention where you saw this posting and upload any additional materials that showcase your abilities. Due to the high volume of applications, we will contact only those candidates we would like to interview. Please no phone calls, emails, or in-person résumé drop-offs.  If you experience technical problems while applying or if you are a person with a disability and need assistance applying online, please reach out to iCIMS Customer Care at 1-800-889-4422.  For more about NRDC, visit www.nrdc.org.

The Natural Resources Defense Council (NRDC) is a non-profit environmental advocacy organization. We use law, science, and the support of 3.1 million members and online activists to protect the planet's wildlife and wild places and to ensure the rights of all people to clean air, clean water, and healthy communities. NRDC was founded in 1970 and our staff helped write some of America's bedrock environmental laws, including the Clean Water Act, and many of the implementing regulations. Today, our staff of more than 700 lawyers, scientists, economists, policy advocates, communications experts, and others work across the United States and internationally from our offices in New York; Washington, D.C.; Chicago; Santa Monica; San Francisco; Bozeman, Montana; and Beijing.

Director, Labor & Employee Relations

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Natural Resources Defense Council

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