Director of Labor Relations

Job Description: Syracuse University seeks an experienced labor relations leader to build the strategic capacity of the University’s Labor Relations function. Reporting to the Chief Human Resources Officer, the Director of Labor Relations leads the Labor Relations team and manages the planning, contract administration, analytics and campus engagement work that a multi-union, multi-contract environment demands. The University holds multiple agreements with several different international unions, with additional units recently certified and organizing ongoing. This is a moment of consequential change at Syracuse University and across higher education. New leadership, shifting enrollment dynamics and an active organizing landscape place real weight on how the University conducts its labor relationships. The Director sets the strategy in motion ¿ the negotiations calendar and mandates, the data that informs decisions, and the cross‑campus working group that administers contracts and keeps practice consistent. This is a builder’s role: someone who develops people, establishes structure on complex work, and creates the conditions for labor professionals to do their best work.

Education and Experience: Bachelor’s degree required. JD or master’s degree in labor relations, industrial relations, business or public administration preferred; an equivalent combination of education and directly relevant experience considered. Minimum eight (8) years of progressively responsible labor relations experience in a unionized environment, with senior‑level competency in collective bargaining, grievance and arbitration practice and mediation. Demonstrated experience supervising, developing and leading a professional team. Experience serving as lead or co‑lead negotiator across multiple bargaining units. Higher education, healthcare or another environment with multiple international unions strongly preferred; experience bargaining with distinct internationals each with its own culture and pattern expectations is essential. Skills and Knowledge Labor law and practice. Extensive knowledge of the NLRA, NLRB procedure, New York labor and employment law, contract interpretation, past practice and duty‑to‑bargain analysis; briefs leadership clearly and recognizes when a matter belongs with University Counsel. Team leadership. Builds effective teams, develops staff, delegates deliberately and holds a high standard of practice. Strategy and planning. Builds a multi‑year negotiations plan, models contract costs, sequences bargaining across units and translates institutional priorities into achievable bargaining objectives. Data fluency. Establishes metrics and uses labor relations data to identify patterns, forecast risk and inform executive decisions, in a form decision‑makers can act on. Collaboration and credibility. Builds trust across a decentralized campus ¿ union leadership, unit management, academic leaders, Finance and University Counsel ¿ and represents the University with candor and civility at the table. Communication and discretion. Produces clear contract language, briefing memoranda and training materials; handles confidential matters with tact and procedural precision under time pressure.

Responsibilities: Leadership and Management of the Labor Relations Team Leads, manages and develops the Labor Relations team, setting priorities, distributing caseload, coaching staff and building the bench strength a growing portfolio of agreements and an active organizing environment require. Serves as the University’s senior labor relations leader, advising the Chief Human Resources Officer and the Executive Team, and holding the line so that operational demand does not displace long‑range planning. Sets standards of practice, documentation discipline and service expectations for the team, consistent with an HR ethos that is present, professional and proudly Syracuse. Labor Relations Strategy and Negotiations Planning Owns the multi‑year labor relations strategy: expiration calendar, sequencing of negotiations across multiple international unions, cost modeling and pattern analysis, bargaining objectives, and Board‑level briefing materials. Builds and runs the negotiations planning cycle and logistics for each unit ¿ team composition, mandate development, financial review and approval, proposal drafting and after‑action review; partners closely with the Office of University Counsel, lead negotiators and negotiating teams to provide operational insight and support productive sessions. Anticipates and responds to organizing activity in unrepresented units, including supervisor education, lawful communication planning and readiness assessment, coordinated with the Office of University Counsel. Decision Support and Campus Engagement Collects and reports critical data to support labor decisions and give insight into the labor environment, including grievance and arbitration volume and cycle time, discipline patterns, contract cost drivers, overtime and staffing trends; works with HR Systems & Data team as necessary to identify data sources and automate decision support tools. .Convenes and staffs a campus‑wide labor relations working group across Facilities, Food Services, Athletics, Campus Safety, academic units and Finance to align practice and surface emerging issues. Translates labor relations data into insight for the Executive Team and unit leadership, connecting labor outcomes to employee experience and employer brand. Contract Administration, Grievances and Arbitration Works with partners (HR, Payroll, operational areas) to launch new and updated contracts, ensuring systems, processes and audits are in place for compliance and reliable administration; creates a contract administration calendar that drives accountability and accuracy in contract operations. Senior advisor on contract interpretation, past practice and management rights; oversees the grievance and arbitration process and may serve as University representative or lead negotiator. Coordinates proactively with the Office of University Counsel and outside counsel on arbitration, NLRB matters, information requests and settlement strategy. Develops and delivers manager and supervisor training on contract administration, progressive discipline and labor‑management partnership. Other Duties Handles sensitive and confidential matters with discretion and procedural precision; other duties as assigned in support of the University’s HR strategy.

Physical Requirements: Not Applicable Tools/Equipment Not Applicable About Syracuse University Syracuse University is a private, international research university with distinctive academics, diversely unique offerings, and an undeniable spirit. Located in the geographic heart of New York State, with a global footprint, and over 150 years of history, Syracuse University offers a quintessential college experience. The scope of Syracuse University is a testament to its strengths: a pioneering history dating back to 1870; a choice of more than 200 majors, 100 minors, and 200 advanced degree programs offered across the University’s 13 schools and colleges; over 15,000 undergraduates and over 6,000 graduate students; more than a quarter of a million alumni in 160 countries; and a student population from all 50 U.S. states and 123 countries. For more information, please visit http://www.syracuse.edu.About the Syracuse area Syracuse is a medium‑sized city situated in the geographic center of New York State approximately 250 miles northwest of New York City. The metro‑area population totals approximately 500,000. The area offers a low cost of living and provides many social, cultural, and recreational options, including parks, museums, festivals, professional regional theater, and premier shopping venues. Syracuse and Central New York present a wide range of seasonal recreation and attractions ranging from water skiing and snow skiing, hiking in the Adirondacks, touring the historic sites, visiting wineries along the Finger Lakes, and biking on trails along the Erie Canal.

EEO Statement: Syracuse University is an equal‑opportunity institution. The University prohibits discrimination and harassment based on race, color, creed, religion, sex, gender, national origin, citizenship, ethnicity, marital status, age, disability, sexual orientation, gender identity and gender expression, veteran status, or any other status protected by applicable law to the extent prohibited by law. This nondiscrimination policy covers admissions, employment, and access to and treatment in University programs, services, and activities. Commitment to Supporting and Hiring Veterans Syracuse University has a long history of engaging veterans and the military‑connected community through its educational programs, community outreach, and employment programs. After World War II, Syracuse University welcomed more than 10,000 returning veterans to our campus, and those veterans literally transformed Syracuse University into the national research institution it is today. The University’s contemporary commitment to veterans builds on this historical legacy, and extends to both class‑leading initiatives focused on making an SU degree accessible and affordable to the post‑9/11 generation of veterans, and also programs designed to position Syracuse University as the employer of choice for military veterans, members of the Guard and Reserve, and military family members. Commitment to a Respectful and Welcoming Community Syracuse University fosters a welcoming learning environment where students, faculty, administrators, staff, curriculum, social activities, governance, and all aspects of campus life reflect a broad range of perspectives and experiences. The University community values the many similarities and differences among individuals and groups. At Syracuse, we are committed to preparing students to engage with and appreciate the richness of backgrounds, beliefs, and experiences that shape our society. To achieve this, we strive to cultivate a community that respects and encourages open dialogue, understanding, and mutual respect.