Director, Labor Relations - Duke University Health System

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General Description

The Director, Labor Relations DUHS is an integral member of the DUHS HR leadership team overseeing the DUHS Labor Relations. Working closely with legal counsel, entity HR Business Partner leadership, and in alignment with University Staff and Labor Relations and the Office for Institutional Equity, the Director supports lawful positive employee relations and advises system and entity operational leaders on collective bargaining agreement administration and interpretation, discipline and termination review, and complex labor relations matters.

Labor Relations Operations

Oversees day-to-day labor relations operations, including collective bargaining agreement administration and interpretation, contract compliance, grievance deadlines, discipline and termination review, and management consultation. Establishes service expectations, consistent processes, and escalation pathways in alignment with University Staff and Labor Relations and entity HR partners; monitors timely resolution and adapts team operations to health system needs.

Acts as the hearing officer in the formal grievance process in accordance with established procedures and issues grievance decisions. Responds to formal information requests and participates in labor-management meetings, impact bargaining, and contract negotiations.

Supports management-side grievance handling within established procedures and collective bargaining agreements. Coordinates timely responses, information requests, management positions, documentation, and supporting materials for grievance meetings and arbitration preparation. Works with legal counsel and/or University Staff and Labor Relations on witness preparation, case presentation, and arbitration support, and participates in labor-management meetings, impact bargaining, and contract negotiations in partnership with University Staff and Labor Relations.

Labor Relations Team Management

Oversee the DUHS Labor Relations team to independently advise team members regarding complex contract interpretation issues and unfair labor practice charges.

Provides team leadership through work assignment, coaching, development, performance evaluation, and oversight of case quality and timeliness. Ensures consultants coordinate complex labor matters and unfair labor practice issues legal counsel and in alignment with University Staff and Labor Relations and use consistent escalation and documentation practices.

Labor Relations Strategy & Policy Management

Under the guidance of the AVP of Human Resources, partners closely with stakeholders and HR leadership in interpreting, developing, and implementing labor relations guidelines and procedures, ensuring alignment with internal practices to uphold optimal employee experience and culture. Supports and contributes to the development of a People Relations strategy based on respect and equity across all levels of the workforce.

Discipline, Termination & Investigatory Support

Reviews proposed discipline and terminations for compliance with applicable collective bargaining agreements and employment policies, consistency of application, and labor relations risk. Advises supervisors, managers, and HR partners on contract requirements, documentation, and investigatory meetings, including applicable employee representation rights. Serves as an escalation resource for the Labor Relations team and coordinates labor-related investigation support with entity HR, OIE, University Staff and Labor Relations, and legal counsel, rather than assuming ownership of all employee relations investigations.

Case Management & Data Analysis

Leads labor relations use of the Employee Relations module of the Service Now case management system in partnership with entity and department HR teams. Oversees tracking of contract interpretation requests, disciplinary and termination reviews, grievances, arbitration matters, and related deadlines and outcomes. Monitors case timeliness, recurring issues, and compliance trends to identify risks, improve consistency, and inform targeted training and preventive strategies.

Strategic Partnership

Partners with University Staff and Labor Relations, OIE, entity HR Business Partner leaders, and system and entity operational leaders to address enterprise-wide labor relations implications of workforce decisions, policy changes, discipline, and terminations. Works with internal and external legal counsel on labor-related investigations, unfair labor practice charges, grievances, arbitrations, and litigation, coordinating responsibilities and escalation as appropriate.

Labor Strategy, Positive Employee Relations & Training

Delivers PERS and leadership training on proactive positive employee relations, the NLRA, contract obligations, discipline, grievance procedures, and lawful responses to organizing activity. Advises leaders on lawful organizing avoidance and prevention through constructive employee relations, responsive leadership, and early resolution of workplace concerns while respecting employees' protected rights and avoiding interference, retaliation, or coercion. Maintains productive and respectful working relationships with union representatives and management partners.

Required Qualifications

Education

Bachelor's degree in labor relations, human resources or a related discipline; Master's degree and/or a juris doctor is preferred.

Experience

8 years of human resources experience, including labor relations responsibilities, with at least 5 years in a management or director-level role.

Knowledge, Skills, and Abilities

Deep understanding of labor law and regulations, including the NLRA, employee representation and protected activity rights, and the ability to apply that knowledge to labor relations operations and management decisions.

Experience in a large, complex healthcare environment and experience influencing across functional lines are strongly preferred.

Experience interpreting and administering collective bargaining agreements and employment policies, reviewing discipline and terminations for compliance and consistency, and maintaining positive and productive employee and union relations.

Experience with highly complex labor matters, including management-side grievance handling, arbitration preparation and support, and contract negotiations, is strongly preferred.

Experience improving labor relations processes and using case data to inform risk mitigation, leadership training, PERS training, and proactive positive employee relations strategies.