We are seeking a Labor Relations Advisor to support the day-to-day administration and execution of labor relations activities across a large, complex, and growing healthcare organization. This role serves as a key operational partner to HR, Operations, and Labor Relations leadership by helping ensure consistent application of collective bargaining agreements, supporting grievance administration, maintaining productive labor-management relationships, and providing guidance on routine labor relations matters.
The ideal candidate brings experience working in unionized environments, strong knowledge of labor relations practices, and the ability to manage multiple priorities while building effective relationships with leaders, employees, union representatives, and HR partners. This role is focused on the tactical execution of labor relations processes and programs, ensuring compliance, consistency, and effective issue resolution across the organization.
Key Responsibilities
Facility Partnership & Labor Relations Consulting
Serve as the primary labor relations advisor for an assigned portfolio of union-represented facilities.
Serve as a subject matter expert on assigned collective bargaining agreements by interpreting contract language and advising leaders on consistent application.
Partner with HR and operational leaders to address day-to-day labor relations issues and questions.
Assist leaders in managing employee concerns within collective bargaining agreement guidelines.
Escalate complex or high-risk labor matters to Labor Relations leadership as appropriate.
Collective Bargaining Agreement Administration
Monitor adherence to labor relations processes, policies, and contractual obligations.
Support investigations involving alleged contract violations, workplace disputes, and other labor-related matters.
Conduct research on labor contract provisions, labor relations practices, and relevant regulatory developments.
Support labor-related due diligence and integration activities associated with newly acquired union-represented facilities.
Support labor relations activities related to organizing efforts, representation matters, and other union campaigns, as assigned.
Prepare labor relations case files, summaries, correspondence, and supporting materials
Union Partnership & Labor-Management Relations
Develop and maintain productive working relationships with union representatives and labor-management stakeholders.
Lead or support labor-management meetings and assist with meeting preparation, agendas, notes, and follow-up activities.
Facilitate communication between management and union representatives to promote collaborative problem-solving and timely issue resolution.
Grievance, Arbitration & Negotiation Support
Coordinate grievance tracking and ensure compliance with contractual timelines.
Assist in the intake, tracking, investigation, and resolution of grievances, ensuring timely follow-up and documentation.
Gather facts, documents, and background information to support grievance responses.
Prepare materials and documentation for arbitration hearings and other labor proceedings.
Support collective bargaining activities through data collection, research, note-taking, logistics coordination, and administrative support.
Maintain records related to bargaining, settlements, grievances, and arbitration outcomes.
Labor Analytics, Compliance & Continuous Improvement
Maintain accurate labor relations records, databases, and documentation.
Prepare routine reports, dashboards, and tracking metrics related to grievances, labor actions, arbitrations, and other labor relations activities.
Monitor labor relations trends and identify recurring issues for review with Labor Relations leadership.
Support compliance with labor laws, collective bargaining agreements, and organizational policies.
Assist with audits, information requests, and documentation reviews.
Education & Leader Support
Provide day-to-day labor relations guidance to HR and operational leaders.
Support the development and delivery of labor relations training materials, tools, and resources.
Help educate leaders on collective bargaining agreement provisions, labor relations processes, investigatory meetings, and effective union interactions.
Promote consistent labor relations practices across facilities and business units.
Qualifications
Bachelor's degree in Human Resources, Labor Relations, Industrial Relations, Business Administration, or a related field preferred.
3–7 years of progressive labor relations, employee relations, human resources, or related experience in a unionized environment.
Working knowledge of collective bargaining agreements, grievance administration, labor-management relations, and applicable labor laws.
Experience supporting investigations, grievances, arbitration preparation, negotiations, and/or labor-management committee activities.
Strong analytical, organizational, and documentation skills.
Ability to manage multiple priorities and maintain confidentiality while exercising sound judgment.
Strong written and verbal communication skills with the ability to build effective working relationships across all levels of the organization.
Preferred Qualifications
Experience in healthcare, skilled nursing, or other highly regulated and unionized environments.
Experience working with multiple bargaining units across a multi-site organization.
Familiarity with labor relations case management systems, reporting tools, and workforce analytics.
The ability to translate complex contract language into practical, business-focused guidance.
Experience delivering training or providing guidance to frontline leaders and HR partners.
What Success Looks Like
Timely and accurate administration of labor relations processes and contractual obligations.
Effective grievance management with strong documentation and adherence to contractual timelines.
Positive and productive working relationships with union representatives, HR partners, and operational leaders.
Leaders equipped with practical labor relations guidance and support.
Accurate reporting and visibility into labor relations activity, trends, and risks.
Consistent application of labor relations practices across the organization.
Travel
Travel required based on business needs; expected to be occasional and aligned to facility support, labor-management meetings, training, and grievance-related activities.
Join PACS: Elevate Healthcare with Us!
PACS is elevating healthcare by revolutionizing our approach to leadership and quality care. Guided by our core values of love, excellence, trust, accountability, mutual respect, and commitment, we strive to foster a culture of compassionate care within our teams and the communities we serve. As we grow rapidly, exciting opportunities await you to engage in impactful projects and contribute valuable insights to stakeholders nationwide.
If you're ready to make a difference and embrace our mission of creating real change, we invite you to join us at PACS. Together, let’s shape the future of healthcare!
Join Our Team and Thrive!
At PACS, we believe our employees are our greatest asset. That’s why we offer an exceptional benefits package designed to enhance your well-being and support your lifestyle.
Our Comprehensive Benefits Include
Health Coverage: Enjoy medical, dental, and vision plans to keep you and your family healthy.
PTO and Vacation: Benefit from generous paid time off and holidays to relax and recharge.
Financial Wellness: Take advantage of Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) to manage your healthcare expenses effectively.
Retirement Planning: Secure your future with our 401(k) plan, complete with company contributions to help you build your retirement savings.
Support When You Need It: Our Employee Assistance Plan (EAP) provides confidential support for personal and professional challenges.
Join us at PACS and take advantage of a workplace that truly values you!
We celebrate diversity and are committed to creating an inclusive environment for all employees. We welcome applicants of every race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, and any other protected characteristic. Employment decisions are based on qualifications, merit, and business needs.
