Executive Director, Labor Relations

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Job Title: Executive Director, Labor Relations and Requisition ID number: 104962

Close Date: 11:59 PM on  

Organizational Unit: Human Resources Business Partnerships (10000138) 

Site: Davis Center (0001) 

FTE :  1.0 ; this is based on full-time equivalency with 1.0 being full time

Union: Non-Represented(44) 

Functional Area: Administrative 

Salary Range:  $164,221 - $205,276

Benefits: Dental insurance | Health insurance | Vision insurance | Paid time off | HSA & FSA | Retirement plan

Resume and Cover Letter are mandatory to apply for any position.

SUMMARY
Under the general guidance of the Senior Human Resources Officer, the Executive Director of Labor Relations provides leadership for Minneapolis Public Schools’ labor relations functions. The role oversees discipline and investigatory processes, ensuring consistent and aligned corrective action and discipline across the District. The Executive Director also oversees labor negotiations and labor management collaboration, contract administration, the consistent application of all collective bargaining agreements, and unemployment case management. The Executive Director supports principals and managers in resolving performance and conduct issues early, applies work rules with fidelity, and advances stable, productive relationships with union partners.

ESSENTIAL FUNCTIONS -- Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This list is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and duties performed by incumbents of this class. Employees are required to be in attendance and prepared to begin work at their assigned work location on the specified days and hours. Factors such as regular attendance at the job are not routinely listed in job descriptions but are an essential function. Essential duties and responsibilities may include, but are not limited to, the following:

• Directs employee discipline processes to ensure consistency, just cause, and defensible documentation. Establishes discipline standards, reviews HRBP recommendations, and ensures alignment across schools and departments. Ensures all investigations are timely, thorough, and impartial. 
• Leads investigations within their assigned portfolio, ensuring they meet standards for timeliness, thoroughness, impartiality, and just cause.
• Ensures leaders understand their role in coaching, documenting, and reporting concerns, and the point at which issues must be elevated to HRBPs for discipline or investigation.
• Provides guidance to leaders and departments on contract language; ensures consistent application of work rules.
• Builds and maintains strong relationships with union leadership; facilitates problem solving discussions; identifies opportunities to strengthen collaboration.
• Leads negotiations for designated bargaining units, sets strategy, drafts proposals, coordinates costing, and analyzes data to ensure negotiations reflect district priorities and fiscal parameters. Supports HR Business Partners in negotiations when appropriate.
• Provides strategic, analytical, and operational support to the SHRO for all other contracts, including research, costing, proposal drafting, and coordination with departments to ensure alignment across the district.
• Works with internal partners to operationalize changes resulting from negotiations, ensuring updates to staffing, processes, and work rules are implemented accurately and consistently.
• Oversees grievance intake, responses, and mediation; ensures timely, contract aligned handling of disputes.
• Sets clear priorities for the department, develops staff skills, conducts performance evaluations, and provides ongoing feedback. Reviews work to ensure quality, consistency, and adherence to standards, and oversees workload distribution to maintain balanced, efficient operations.
• Demonstrates courteous and cooperative behavior when interacting with students, clients, visitors, and MPS staff; acts in a manner that promotes a harmonious and effective workplace environment.
• Enthusiastically promotes the Superintendent’s goals and priorities in compliance with all policies and procedures.
• Maintains absolute confidentiality of work-related issues, records and MPS information.

MINIMUM QUALIFICATIONS
To successfully perform job, incumbent must be able to perform each essential duty satisfactorily. Requirements listed are representative of the knowledge and skills.

Education, Training and Experience Guidelines 
• Master’s degree in Human Resources, Business Administration, Public Administration, a related field; AND
• Five (5) years of experience overseeing human resources, labor relations, or discipline/investigation processes in a complex environment; OR 
• A equivalent combination of education, training and experience as determined by Human Resources.

Knowledge of:
• Labor relations, collective bargaining administration, and labor management collaboration in a unionized environment.
• Just cause, evidentiary requirements, investigatory procedures, and progressive discipline frameworks.
• Interpretation, application, and operationalization of collective bargaining agreements.
• State and federal labor and employment laws and compliance requirements.
• Bargaining preparation, costing, proposal development, and negotiations strategy in a public sector context.
• Mediation and dispute resolution practices.
• Documentation requirements, investigatory records, and personnel file standards.
• Clear, neutral, and confidential written and verbal communication practices.

Skill in:

• Applying just cause standards to ensure discipline decisions are consistent, evidence based, and defensible.
• Investigating employee conduct in a timely, thorough way that meets evidentiary and procedural requirements.
• Negotiating agreements by preparing proposals, analyzing costing, and executing bargaining strategy.
• Interpreting collective bargaining agreements and applying contract language accurately across varied operational contexts.
• Coaching leaders on documentation and coaching.
• Building labor management relationships that support collaboration and problem solving.
• Supervising staff by setting priorities, assigning work, developing skills, and providing ongoing feedback.
• Analyzing data to identify trends in discipline, grievances, arbitration outcomes, and unemployment claims.
• Communicating with clarity and neutrality in written and verbal formats for diverse audiences.

LICENSE AND CERTIFICATION REQUIREMENTS 
Continued employment is contingent upon all required licenses and certificates being maintained in active status without suspension or revocation.

• Minnesota Driver’s License.

PHYSICAL/MENTAL REQUIREMENTS:
The physical demands described herein are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

Mobility to work in an office setting, use standard office equipment and stamina to walk, stand and sit for extended periods of time; strength to lift and carry up to 0 pounds; vision to read printed materials and computer screens; and hearing and speech to communicate in person or over the telephone.

WORKING ENVIRONMENT:
Work is performed in an office field setting. Subject to occasional travel to a variety of locations.

ORGANIZATIONAL INFORMATION
Ÿ Bargaining Unit: Non-Rep

Ÿ Grade: E19
Ÿ FLSA Status: Exempt
Ÿ Job Group: District Administration

Ÿ Revised: August 24, 2026

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Final candidates may be invited to interview with a committee. Final appointment to this position will be contingent upon passing a criminal background check.

Minneapolis Public Schools strongly encourages diverse candidates to apply.

Posting Notes: | 12:01 AM On | Human Resources Business Partnerships (10000138) | Davis Center (0001) | Administrative