Senior Program Manager, Labor Relations

Role: Senior Program Manager, Labor Relations

Team: Legal + Compliance

Scope : Individual Contributor, P5

Reports to: Deputy General Counsel – People

Years of Experience : 5-7+

Location: Ventura, CA or Reno, NV (Hybrid)

Overview

As the Senior Program Manager, Labor Relations, you are responsible for supporting the development and execution of labor relations strategies, negotiating collective bargaining agreements, and ensuring their effective administration. Reporting to the Deputy General Counsel – People, you will partner closely with Legal, People, Culture & Justice, and business leaders to navigate an evolving labor landscape while supporting Patagonia’s people-first culture and goal of maintaining productive working relationships with union representatives.

You will serve as Patagonia’s primary labor relations subject matter expert, helping the company identify and manage labor-related risks, support employee engagement and management development initiatives, engage in collective bargaining negotiations, support represented teams with contract administration, and manage the labor grievance process.

You will be a critical partner in ensuring Patagonia engages thoughtfully and consistently in organized labor-related matters in support of our purpose: We’re in business to save our home planet.

What You’ll Do

Labor Strategy & Risk Management

• Partner with Legal and business leaders to develop and implement Patagonia’s labor relations strategy, fostering a workplace environment consistent with the company’s values and purpose.

• Serve as a liaison between Legal, People, Culture & Justice, and Employee Relations teams, providing constructive advice and consultation to proactively address employee concerns and reinforce Patagonia’s commitment to its company culture and values.

• Use technology to develop, enhance and maintain reporting mechanisms that help leaders proactively identify and address employee concerns and act on employee feedback.

• Provide practical, business-friendly recommendations that balance legal risk, employee experience, and operational needs.

Collective Bargaining & Contract Administration

• Lead and support collective bargaining negotiations and other related discussions with represented employee groups.

• Develop bargaining strategies, proposals, and operational recommendations in partnership with business stakeholders.

• Serve as a primary point of contact for union representatives, emphasizing relationship-building and a collaborative approach to problem-solving. Provide appropriate notifications to union representatives regarding any company changes that may require bargaining.

• Provide guidance regarding interpretation and administration of collective bargaining agreements.

• Partner with leaders to implement negotiated agreements and address day-to-day labor relations issues.

• Conduct investigatory meetings, ensuring compliance with Weingarten rights and collective bargaining agreements.

Grievances & Labor Disputes

• Manage grievance processes and negotiate grievance resolutions with union representatives. Support arbitration preparation and strategy with internal and external partners.

• Conduct fact gathering, issue assessments, and recommendations related to labor disputes and representational matters.

• Partner with internal and external stakeholders to resolve workplace issues in a manner consistent with Patagonia’s values and contractual obligations.

Training & Leadership Development

• Develop and administer labor relations training for managers, People, Culture & Justice teams, and business leaders.

• Create tools, resources, and playbooks that help leaders effectively manage represented workgroups.

• Support leader readiness efforts through coaching and practical labor relations guidance.

Special Projects

• Provide support to the Deputy General Counsel – People, and Senior Counsel – People on labor-related strategic initiatives and other related projects that support the experience of the company’s employees.

• Collaborate with cross-functional partners to achieve strategic objectives in a way that aligns with Patagonia’s people-first culture and values.

Who You Are

• Committed to equity and justice.

• Innovative and not bound by convention.

• A credible source and a proven confidant.

• Able to foster an organizational climate of inclusion that integrates the best ideas from diverse voices.

• Flexible, agile, and adaptable with a deep understanding of business needs and organizational culture.

• Demonstrated ability to analyze complex labor and business issues and exercise sound judgment to make strategic recommendations to business leaders and stakeholders.

• An excellent communicator who can provide concise, audience-appropriate advice to leaders at all levels of the organization.

• Adept at identifying and implementing technological solutions to create efficiencies and scale work flows.

• Empathetic, approachable, and a strong listener.

• Comfortable working autonomously while managing multiple priorities in a fast-moving environment.

• Able to see the big picture while remaining willing to get into the details when needed.

Experience You Bring

• Bachelor’s degree or equivalent experience.

• Minimum of 5–7 years of labor relations, labor law, employee relations, industrial relations, or related experience.

• Demonstrated experience supporting collective bargaining negotiations.

• Experience administering collective bargaining agreements and collaborating with represented workforces.

• Experience advising senior leaders on labor relations strategy and risk management.

• Strong written, verbal, facilitation, and negotiation skills.

• Ability to build strong relationships and influence across multiple stakeholder groups.

Hiring Range: $155,000 - $175,000 USD Annual

At Patagonia, pay ranges are assigned to a job based on the location specific market median of similar jobs according to 3rd party salary benchmark surveys. Individual pay within that range can vary for several reasons including skills/capabilities, experience, and available budget.

Employee Conduct

It is the responsibility of every employee to contribute to a positive, inclusive work environment through equitable, cooperative, and professional interactions with co-workers, customers, and vendors.

Equal Employment Opportunity

All qualified applicants will receive consideration for employment without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other factors prohibited by law.