Labor Relations & HR Director

If you are wondering what makes TRIMEDX different, it's that all of our associates share in a common purpose of serving clients, patients, communities, and each other with equal measures of care and performance.

• Everyone is focused on serving the customer and we do that by collaborating and supporting each other
• Associates look forward to coming to work each day
• Every associate matters and makes a difference

It is truly a culture like no other - We hope you will join our team! Find out more about our company and culture here.

The Human Resources and Labor Relations Director serves as the organization's frontline expert on all matters relating to positive employee relations, organizing campaign responses, collective bargaining, and ongoing union contract administration. This role is responsible for developing and executing proactive labor strategies. Additionally, this role will be responsible for providing Human Resources Business Partner support to assigned Operations sites including but not limited to represented labor sites.


Location: Candidates must currently reside with close proximity to a major airport. Candidates must have the ability to extensively travel nationally up to 75% to hospital sites, meetings, etc., including to our Indianapolis, IN Central Office.

• Relocation is not available for this position

• Immigration sponsorship not available for this position

Applicants can expect a compensation range of $140,000-$175,000 for this opportunity. This is the reasonable estimate that TRIMEDX believes it might pay for this particular job based on applicable circumstances at the time of posting. TRIMEDX may ultimately pay more or less than the posted range as permitted by law, and commensurate with the applicant's experience and qualifications. TRIMEDX may also provide associates with benefits that include health/dental/vision, HSA/FSA, matching retirement plans, paid vacation and parental leave, adoption/infertility assistance, and more!

Responsibilities

• Partner with legal and outside labor counsel to develop and implement positive employee relations strategies.
• Design, implement, and continuously update a comprehensive labor strategy and program for all non-union facilities, including early-warning detection systems for organizing activity.
• Lead the Company's response to union organizing campaigns from initial detection through NLRB election, coordinating closely with legal counsel, site management, and senior HR leadership.
• Develop and deliver supervisory training on recognizing early signs of organizing, lawful response techniques, and maintaining a positive work environment that reduces union appeal.
• Conduct vulnerability assessments at non-union sites to identify employee relations gaps, climate risks, and potential grievances before they become organizing triggers.
• Draft and deliver legally compliant campaign communications including captive audience talking points, one-on-one conversation guides, letters from leadership, and Q&A documents.
• Manage third-party consultants; coordinate rapid-response teams for representation petitions filed with the NLRB.
• Track, analyze, and report on organizing activity trends across the industry and within competitor companies to inform proactive strategy.
• Develop and lead communication updates to stakeholders in alignment with HR leadership.
• HR Business partner responsibilities for assigned sites in alignment with annual processes and HR strategies.

Collective Bargaining & Contract Negotiation

• In coordination with Legal and outside labor counsel, lead or co-lead the negotiation of initial and successor collective bargaining agreements (CBAs) across multiple bargaining units, unions, and contract cycles simultaneously.
• Develop comprehensive bargaining strategies including economic modeling, internal equity analysis, costing of union proposals, and identification of management-rights priorities.
• Build and prepare management bargaining teams; coordinate with Finance, Operations, Legal, and Benefits to ensure proposals are operationally sound and fiscally responsible.
• Ensure that final agreements are operationally viable and enforceable with clear, unambiguous terms.
• Maintain relationships with union representatives and business agents to facilitate productive negotiations while firmly protecting Company interests.
• Analyze competitor CBAs and industry benchmarks to support the development of competitive and sustainable bargaining positions.
• Lead contract ratification preparation and internal communication campaigns to ensure management alignment post-agreement.

Grievance Administration & Arbitration

• Serve as a Company representative in the grievance and arbitration process, from Step 1 through final and binding arbitration.
• Investigate and respond to grievances in a timely manner; partner with Operations and legal counsel to develop defensible positions grounded in contract language, past practice, and precedent.
• Maintain a centralized grievance tracking database; identify systemic issues, recurring grievance trends, and opportunities for proactive resolution.
• Prepare management witnesses for arbitration; compile documentary evidence, organize exhibits, and coordinate with outside labor counsel on case strategy.
• Negotiate grievance settlements where appropriate to avoid arbitration costs while protecting contractual precedent and management rights.
• Monitor and enforce compliance with arbitration awards and settlement agreements across all affected locations.

Contract Administration & Day-to-Day Union Relations

• Interpret and administer all active CBAs, providing timely, consistent, and legally sound guidance to site management on contract obligations and management rights.
• Advise on discipline and discharge decisions at union locations to ensure procedural compliance, just cause standards, and defensibility at arbitration.
• Partner with Operations to ensure consistent application of contract terms related to scheduling, overtime, seniority, job bidding, leaves of absence, and other day-to-day issues.
• Attend and facilitate labor-management meetings; prepare agendas, document proceedings, and follow up on action items.
• Monitor union compliance with the CBA's no-strike, dues checkoff, and other Company-protective provisions.
• Maintain up-to-date knowledge of applicable NLRA requirements, NLRB precedent, and relevant state labor law developments.

Manager Coaching & HR Partnership

• Deliver ongoing coaching and skill-building to frontline supervisors and operations managers on labor relations best practices, lawful communication, progressive discipline, and documentation.
• Develop and facilitate labor relations training curricula including new supervisor onboarding, annual refreshers, and site-specific programs.
• Partner with HR Business Partners to align labor strategy with broader employee relations, engagement, and culture initiatives.
• Serve as a subject-matter expert and trusted advisor to senior leadership on labor strategy, risk, and workforce planning.
• Build a culture of positive employee relations at all locations that reduces union appeal through strong leadership practices, fair treatment, and open communication.

HR Business Partner

• Serve as a strategic advisor and subject matter expert on organization design requests.
• Serves as a HR leader to contribute to strategic initiatives tied to broader organizational growth objectives.
• Champion and drive culture and engagement by aligning associates with the business mission, vision and values.
• Identify and understand issues, problems and opportunities and partners with appropriate team to identify, design and implement solutions.
• Serve as the single point of contact for HR related matters to the business.
• Perform tasks assigned to achieve HRBP organizational goals and departmental projects.
• Participates in developing department goals, objectives, and systems, and recommends necessary changes.
• Translate surveys, benchmarking studies and research regarding alternative or advanced employment practices used in other businesses into appropriate recommendations for change.
• Create and implements comprehensive project plans ensuring that project deliverables are achieved on time.
• Act as the corporate or field liaison in the development of Human Resources implementations while making certain that field or corporate operational requirements are met
• Ability to travel extensively (national travel, including to both West & East Coasts) to support multi-site operations and respond rapidly to organizing activity.
• All other duties as assigned.

Skills and Experience

• Minimum 10 years' experience in an HR environment with a heavy emphasis on employee relations including at least 5 years of experience leading people.
• Demonstrated, verifiable experience leading effective labor strategies and union representation election campaigns.
• Extensive hands-on collective bargaining experience, including serving as chief spokesperson or lead negotiator.
• Deep expertise in grievance handling, arbitration preparation, and the full grievance-arbitration continuum.
• Comprehensive knowledge of the National Labor Relations Act, NLRB procedures, and applicable case law.
• Proven ability to coach, train, and influence managers and supervisors at all organizational levels.
• Strong written and verbal communication skills; ability to draft precise contract language and persuasive campaign communications.
• High degree of personal integrity, professional judgment, and the ability to handle sensitive and confidential matters.
• Proven project management skills with the ability to manage multiple projects.
• Successful experience working in a growth environment with a high degree of change.
• Experience as an HR Business Partner creating successful outcomes driven by a people first culture.

Education and Qualifications

• Bachelor's degree in Labor Relations, Human Resources, Business Administration, or related field; J.D. strongly preferred.
• Experience in Healthcare Industry.
• Experience managing relationships with multiple international and independent unions simultaneously.
• Familiarity with state-specific labor and employment statutes in multi-jurisdiction environments.
• Experience working with union avoidance consultants and outside labor counsel in a campaign environment.

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At TRIMEDX, we are committed to cultivating a workplace culture where every associate feels valued, supported, and empowered to thrive. This culture reflects our belief that our people are our foundation, their well-being is essential, and shared success is built through meaningful work, recognition, and opportunities for growth.

We embrace people's differences which include age, race, color, ethnicity, gender, gender identity, sexual orientation, national origin, education, genetics, veteran status, disability, religion, beliefs, opinions and life experiences.


Visit our website to view our Workplace Culture Commitment , along with our social channels to see what our team is up to: Facebook, LinkedIn , Twitter .

TRIMEDX is an Equal Opportunity Employer. Drug-Free Workplace.

Because we are committed to providing a safe and productive work environment, TRIMEDX is a drug-free workplace. Accordingly, Associates are prohibited from engaging in the unlawful manufacture, sale, distribution, dispensation, possession, or use of any controlled substance or marijuana, or otherwise being under the influence thereof, on all TRIMEDX and Customer property or during working/on-call hours.