The Senior Manager, Labor Relations serves as a strategic leader and subject matter expert on labor and employee relations with an enterprise-wide scope. This role is responsible for driving positive employee relations initiatives, ensuring consistent and effective administration of collective bargaining agreements, and supporting high-stakes labor negotiations. The position also provides critical guidance on the labor relations impact of day-to-day business decisions and transactions, helping to proactively manage risk and align labor strategy with operational goals.

The position is near site and may require the Sr. Manager to be on site occassionally.

• Lead and support Positive Employee Relations efforts across Quest Diagnostics, including planning and execution of nationwide team projects and initiatives.
• Lead or support union campaigns and concerted activity events (e.g., union card signing, strikes, employee petitions, etc.) as they arise.
• Conduct local / regional climate assessments and trend analysis to anticipate and address labor-related risks.
• In partnership with HR, Legal, and operational leaders, serve as second chair in contract negotiations, including preparation of bargaining strategy and materials, contingency planning, data analysis; execute strategy in partnership with first chair at negotiation table.
• Provide advice and counsel to HR Business Partners and operational leadership on complex union (and non-union) matters, including on contractual obligations in accordance with Quest collective bargaining agreements (e.g., corrective action and grievance management).
• Track and analyze labor relations and HR metrics to identify trends and improvement opportunities.
• Design and deliver Employee and/or Labor Relations trainings for ER professionals, HRBPs and people leaders.
• Present labor relations training, projects, business updates, and other initiatives to groups such as, HRBPs, Employee Relations Partners, operational leaders, and/or Quest senior and executive leadership teams.
• Stay current on latest employment and labor law trends.
• Develop ER/LR policies. Ensure existing workplace policies are current and in compliance with applicable laws; notify HR and management of policy and regulatory changes.
• Make recommendations on continuous improvement opportunities to enhance provision of services by reviewing and providing feedback on operational processes, policies, standard operating procedures, and work instructions and introduce key improvement plans for execution.

• Bachelor’s degree in Human Resources, Industrial Relations, Labor Studies, Business, or related field is required; graduate degree preferred.
• At least 8 years of progressive Labor and Employee Relations experience in a unionized environment, including direct experience in managing positive employee relations and avoidance strategies, and in counseling HR and operational leaders on complex labor relations matters.
• Union campaign / election experience is required.
• Experience as second chair in union negotiations is required; first chair experience preferred.
• Strong knowledge of federal labor laws and NLRB processes.
• Exceptional interpersonal, communication, and problem-solving skills.
• Ability to work effectively in a fast-paced, matrixed, and geographically dispersed environment.
• Effective relationship management and collaboration skills with leaders and stakeholders at all levels.
• Experienced in shaping solutions and driving business results, with strong partnership skills with internal and external stakeholders to ensure the effective execution of HR solutions across the enterprise
• Willingness and ability to travel as needed (up to 50%).

Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets or any other legally protected status.