Executive Director, Employee and Labor Relations

JOB OVERVIEWJob Description Summary: The Executive Director, Employee and Labor Relations (ELR) provides leadership, strategy, direction and oversight for all labor (union) and employee relations (nonunion) functions across the university. In close collaboration with HR leadership and the Office of the Vice President and General Counsel (OGC) the Executive Director serves a key role in developing and advancing the university's labor relations strategy, ensuring a positive workplace climate while mitigating organizational risk, ensuring alignment with university priorities and compliance with applicable laws and university policies. The Executive Director also acts as a trusted advisor to executive leadership, management, and HR partners, navigating complex employee relations matters.

Primary Responsibilities include: 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. 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. 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 Team Management: Lead and develop a high-performing ELR team, fostering expertise in conflict resolution, mediation, and crisis support. Workplace Accommodations: Oversee the administration of workplace disability-related accommodations, ensuring data-driven monitoring and alignment with legal requirements. Operational Excellence: Develop standard operating procedures, guidelines, and training materials. Leverage data and metrics to evaluate program effectiveness and inform future strategies. 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. Performs other related duties as assigned. The omission of specific duties does not preclude the supervisor from assigning duties that are logically related to the position.

Minimum Qualifications: Qualified candidates will hold a Bachelor's degree in an appropriate area of specialization plus 10 years of relevant professional experience, Master's degree, or higher, in a relevant area of study preferred. Relevant experience must include at least 2 years of senior leadership/executive level experience. Degree must be conferred by the start date of the position. Additional Required Licenses/Certifications/Posting Specific Minimum Qualifications:

Education: Degree in Human Resources, Industrial Relations, Business, or a related field (Master's or JD preferred)

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. Expertise: Extensive experience in collective bargaining and negotiations, arbitration advocacy, and complex investigations within a large, organizationally diverse, and highly unionized environment. Legal Knowledge: Understanding of US employment laws (e.g. Title VII, ADA, FMLA, NLRA) and legal reasoning skills. Strategic Mindset: Proven ability to balance long-term strategic goals with immediate operational needs, using data to drive decision-making. 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. Hiring Range$141,581.98 - $205,269.79GW Staff Approach to PayHow is pay for new employees determined at GW?Healthcare BenefitsGW offers a comprehensive benefit package that includes medical, dental, vision, life & disability insurance, time off & leave, retirement savings, tuition, well-being and various voluntary benefits. For program details and eligibility, please visitII. JOB DETAILSCampus Location: Foggy Bottom, Washington, D.C.

College/School/Department: General Counsel

Hours Per Week: 40

Work Schedule: Monday - Friday 8:00AM - 5:00PMWill this job require the employee to work on site? YesEmployee Onsite StatusHybridTelework: YesRequired Background Check: Criminal History Screening, Education/Degree/Certifications Verification, Social Security Number Trace, and Sex Offender Registry Search Special Instructions to Applicants: Employer will not sponsor for employment Visa status Internal Applicants Only? NoPosting Number: S014397Job Open Date:08/11/2026 Job Close Date: If temporary, grant funded, Sponsored Project funded or limited term appointment, position funded until: Background Screening Successful Completion of a Background Screening will be required as a condition of hire.

EEO Statement: 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.