Labor Relations & HR Director

The Human Resources and Labor Relations Director will serve as the organization’s frontline expert on all matters relating to positive employee relations, organizing campaign responses, collective bargaining, and ongoing union contract administration. Location: Candidates must currently reside within close proximity to a major airport and are expected to travel nationally up to 75% of the time to hospital sites, meetings, and to the Indianapolis, IN Central Office. Applicants can expect a compensation range of $140,000–$175,000. Benefits may include health, dental, and vision coverage; HSA/FSA; matching retirement plans; paid vacation; parental leave; adoption/infertility assistance; and additional benefits as provided by TRIMEDX. 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 and 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. Act as the HR Business Partner for assigned sites, ensuring alignment with annual processes and HR strategies. Collective Bargaining & Contract Negotiation Lead or co‑lead the negotiation of initial and successor collective bargaining agreements (CBAs) across multiple bargaining units, unions, and contract cycles. 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 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 Represent the company in the grievance and arbitration process, from Step1 through final 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 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 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 apply contract terms related to scheduling, overtime, seniority, job bidding, leaves of absence, and other day‑to‑day issues consistently. 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 check‑off, 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 initiatives and company culture. 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 that reduces union appeal through leadership practice, fair treatment, and open communication. HR Business Partner Serve as a strategic advisor and subject‑matter expert on organization design requests. Lead 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 issues and opportunities; partner with appropriate teams to develop and implement solutions. Serve as the single point of contact for HR‑related matters to the business. Perform tasks assigned to achieve HRBP goals and departmental projects. Develop department goals, objectives, and systems, and recommend required changes. Translate surveys and benchmarking studies into actionable recommendations. Implement comprehensive project plans to ensure deliverables are achieved on time. Act as the corporate or field liaison in developing HR implementations while ensuring operational requirements are met. Ability to travel extensively (national travel, including to both West and 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 and 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 the healthcare industry. Experience managing relationships with multiple international and independent unions simultaneously. Familiarity with state‑specific labor and employment statutes in multi‑jurisdictional environments. Experience working with union avoidance consultants and outside labor counsel in a campaign environment. TRIMEDX is an Equal Opportunity Employer. Drug‑Free Workplace. TRIMEDX prohibits the unlawful manufacture, sale, distribution, dispensation, possession, or use of controlled substances or marijuana on all TRIMEDX and customer property or during working/on‑call hours. #J-18808-Ljbffr