Executive Director, Employee and Labor Relations

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  Strategic Leadership: Partner with the CPO, OGC and the Office of the Provost to develop and implement proactive labor relations strategies. Assist in advancing the university's position and proposal development for contract negotiations.
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  Labor Relations & Collective Bargaining: Serve as the primary HR liaison to OGC for collective bargaining and arbitration proceedings. Ensure effective administration of all CBAs while protecting management prerogatives. This includes preparing for and participating in union negotiations, interpreting and administering CBAs, overseeing administration of grievances filed under CBAs, and advising leadership on labor-related matters. Play a leading role in planning for and responding to union organizing activity, bringing a thoughtful, informed, and strategic approach to union engagement.
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  Employee Relations & Compliance: Oversee the resolution of complex ER escalations and investigations, consistent with university policies and federal, state, and local employment laws (e.g., Title VII, ADA, FMLA, DC Human Rights Act, National Labor Relations Act), and related university policies
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  Team Management: Lead and develop a high-performing ELR team, fostering expertise in conflict resolution, mediation, and crisis support.
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  Workplace Accommodations: Oversee the administration of workplace disability-related accommodations, ensuring data-driven monitoring and alignment with legal requirements.
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  Operational Excellence: Develop standard operating procedures, guidelines, and training materials. Leverage data and metrics to evaluate program effectiveness and inform future strategies.
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  Organizational Partnership: Collaborate with HR Business Partners and other HR functions to diagnose and address work environment issues, ensuring labor decisions support overall organizational health.

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  Education: Degree in Human Resources, Industrial Relations, Business, or a related field (Master's or JD preferred)
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  Experience: 10+ years of experience in Employee & Labor Relations, with at least 3 years in a leadership role managing professional staff. Practical experience in labor relations or specialized labor negotiations.
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  Expertise: Extensive experience in collective bargaining and negotiations, arbitration advocacy, and complex investigations within a large, organizationally diverse, and highly unionized environment.
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  Legal Knowledge: Understanding of US employment laws (e.g. Title VII, ADA, FMLA, NLRA) and legal reasoning skills.
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  Strategic Mindset: Proven ability to balance long-term strategic goals with immediate operational needs, using data to drive decision-making.
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  Communication: Exceptional influence and relationship-building skills, with the ability to navigate sensitive stakeholder environments with integrity and credibility.
• Proficiency in leveraging technology (AI, Google Workspace) to streamline HR processes and training.
• Experience creating and implementing templates, tools, training and education.
• Prior experience as an Human Resource Business Partner.
• General knowledge of human resource management theories, principles and practices encompassing HR functional areas, such as compensation/benefits, training and organizational development, workplace diversity, staffing/recruitment and leadership/management development.

How is pay for new employees determined at GW?

The university is an Equal Employment Opportunity employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.