Senior Director Labor Relations

Essential Functions: Collaborates with senior leadership to develop and implement labor strategies and programs that address workplace disputes and promote a supportive work environment Develops and applies policies and procedures, supporting the implementation of best practices for various labor relations issues Administers the company’s labor strategy at both company and local levels and ensures systems and processes are in place for compliance; provides guidance on dispute resolution, including negotiations, grievances, and arbitration Develops and executes bargaining strategies that align with business objectives, working closely with senior Operations leadership and People & Culture Leads Collective Bargaining Agreement (CBA) negotiations, as well as the details of each CBA for effective budgeting and planning for assigned region Builds and maintains relationships with national and local union organizations; sets parameters for local union interactions Coordinates with Finance for CBA-related budgeting and economic considerations Partners with Training & Development to create effective management strategies through training and resource development Stays informed about current employment trends and regulations to maintain compliance with legal requirements; ensures that policies and procedures are updated as neededReporting Relationship The Senior Director of Labor Relations reports into the Vice President of Labor Relations. Major Interdependencies Legal, Operations, Finance, Marketing and Communications, Field HR, Training & Development, Total Rewards, and Business Development. Minimum Qualifications, Knowledge, Skills, and Work EnvironmentEducation and Experience: The combination of education and professional experience must exceed 10 years: In a leadership role: requires 5 years of experience setting Labor Relations strategy, influencing senior level partners, managing outside labor relations consultants and law firms, and maintaining union relationships In a technical role: requires 10 years first chair negotiating collective bargaining agreements, representing management in grievances and resolving labor relations issues A bachelor’s degree in a program related to the functional area can count for 3 of the ten-year requirement An MBA, JD, or a master’s level degree in a program related to the functional area can count for an additional 2 years of the ten-year requirementIn the industry: 3-5 years of Hospitality, F&B and/or Retail experience 5 years of experience with Unite HERESpecialized Training: Training that leads to an in-depth understanding of NLRA, and state and federal employment regulations and statutes Training that leads to an understanding of Canadian collective bargainingSpecialized Skillset/Competencies/Traits: Expert level negotiation, communication, and socialization skills Demonstrated ability to negotiate and implement labor agreements at a national level Strong business acumen with a strategic mindset for long-term labor relations decisions Demonstrated history of anticipating and balancing the needs of the business with the needs of complex stakeholders, the employee population and individual circumstances Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals Demonstrated experience exhibiting a continuous improvement mindset with the ability to optimize work processes and achieve positive resultsTravel/LocationLocation: This position can either be remote in the West Region of US or based at the F&B Center of Excellence in Bethesda, MD

Travel: Requires up to 60% travel to airport locationsAvolta, including Dufry, HMSHost Corporation, Hudson, and affiliates (“the Company”), is an equal opportunity employer. It is the Company’s policy to ensure equal employment opportunity in all aspects of employment and to comply with anti‑discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as “protected characteristics”).