Shift Code Analytics

Compensation

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Hi, I hope you are doing well. Please let me know if you are looking for a job change and interested in the below position Additional Job Information: Title: Employee Relations / Labor Relations Program Manager Position Type: Right to Hire Location: 100% Remote Description: Interview: Virtual • 7 + years as a Program and Project Manager with in ER / LR working on process optimization, implementing new processes, building playbooks and other flipbooks and visuals for companies to adopt. "Process Adoption” etc… • 7+ years of experience in {ER/LR} Employee Relations and Labor Relations including discipline, performance management, and investigations • 7+ years’ experience converting core ER/LR workflows into practical playbooks, decision tools, templates, and training manuals that leaders and HR partners can execute • The program manager drives implementation, adoption, and continuous improvement across key ER/LR workstreams, including investigations, performance management and corrective action, reductions in force, effects bargaining, grievance response, and negotiation preparation. • Experience integrating ER/LR workflows into case management or HR technology environments. • Experience building ER/LR dashboards or scorecards for throughput, outcomes, and adoption. • Strong project or program management experience delivering cross-functional operational improvements AND strong stakeholder management experience. • This person can come from being a Consultant at one of the Big Top 10 consulting Firms in the country OR come from Starbucks or Adobe, or Healthcare of Tech sectors The Employee Relations / Labor Relations (ER/LR) Program Manager designs, standardizes, and implements a scalable ER/LR operating system. This role converts core ER/LR workflows into practical playbooks, decision tools, templates, and training that leaders and HR partners can execute consistently. The program manager drives implementation, adoption, and continuous improvement across key ER/LR workstreams, including investigations, performance management and corrective action, reductions in force, effects bargaining, grievance response, and negotiation preparation. This is not a policy-only role. This is a builder and implementer who can run cross-functional programs, streamline execution, and improve capacity through clear standards and repeatable process design. Primary Objectives • Standardize ER/LR execution through clear playbooks and workflows that reduce variation, rework, and risk. • Improve speed and quality of outcomes by simplifying steps, clarifying ownership, and embedding decision logic. • Increase capacity by creating leader-ready tools and scalable documentation standards. • Drive adoption through training, change management, and governance. Key Responsibilities 1) Assess Current State and Build a Delivery Roadmap • Inventory existing ER/LR processes, templates, and tools through structured stakeholder intake. • Identify inconsistencies, bottlenecks, duplicated steps, documentation gaps, and risk exposure points. • Create a prioritized roadmap based on volume, risk, cycle time, and business impact. 2) Design Standardized ER/LR Playbooks and Processes • Convert priority workflows into standardized playbooks with step-by-step runbooks, process maps, and decision trees. • Define escalation criteria, required documentation standards, and practical quality checks that improve defensibility and consistency. • Establish role clarity and handoffs using a RACI model (Leader, HRBP, ER, LR, Legal) and clear SLAs where applicable. • Create tools leaders will use in real time, including templates, scripts, checklists, meeting agendas, and documentation guides. • Ensure playbooks reflect labor relations considerations when applicable (CBA obligations, grievance pathways, effects bargaining triggers, past practice risk, and readiness for information requests). 3) Implement and Drive Cross-Functional Execution • Own the end-to-end program plan including milestones, dependencies, stakeholder mapping, risk log, and decision log. • Facilitate working sessions, drive action tracking, and remove blockers across HR, Legal, Operations, and other partners. • Operationalize workflows with clear handoffs and escalation pathways so execution is repeatable and consistent. 4) Change Management, Training, and Adoption • Develop and execute rollout plans for each playbook, including communications and stakeholder enablement. • Create leader and HR training materials such as quick guides, job aids, FAQs, and scenario-based exercises. • Facilitate training sessions and office hours to reinforce adoption and troubleshoot issues. • Establish a feedback loop to refine tools based on usage and stakeholder input. • 5) Measurement, Governance, and Continuous Improvement • Define and implement success measures such as cycle time, rework rates, escalation trends, and documentation quality. • Build a QA framework for high-risk workflows, especially investigations and discipline. • Establish governance for playbooks and templates including ownership, approval workflow, version control, update cadence, and retirement rules. • Scope Examples (Priority Workstreams) Depending on business need and sequencing, scope may include: • Workplace Investigations: intake triage, scope definition, evidence handling, credibility assessment, and report standards • Performance Management and Corrective Action: coaching-to-documentation standards, decision logic, and escalation criteria • Reductions in Force: planning, documentation guardrails, approvals, and communications sequencing • Effects Bargaining: trigger analysis, notice strategy, preparation, documentation, and implementation sequencing • Negotiations Support: proposal development, costing inputs, issue logs, meeting governance, and stakeholder alignment • Grievance response documentation and process standards (as applicable) Required Qualifications • 7+ years of experience in Employee Relations and/or Labor Relations (or equivalent), including discipline, performance management, and investigations. • Demonstrated experience building standardized processes and playbooks that drive execution consistency. • Strong project or program management experience delivering cross-functional operational improvements. • Working knowledge of labor relations fundamentals, including sensitivity to union environments, grievance processes, effects bargaining concepts, and negotiation preparation. • Excellent writing, facilitation, and stakeholder management skills. • Strong judgment and risk orientation; ability to build processes that are both practical and legally defensible. • High confidentiality and discretion with sensitive employee information. Preferred Qualifications • Experience working in multi-state environments with complex compliance considerations. • Experience integrating ER/LR workflows into case management or HR technology environments. • Experience building ER/LR dashboards or scorecards for throughput, outcomes, and adoption. • Formal investigations training or demonstrated expertise in investigative standards and report writing. • Core Competencies • Builder mindset: creates structure from ambiguity and delivers usable work products. • Operational rigor: clear plans, tight follow-through, pragmatic simplification. • Influence without authority: aligns cross-functional partners and leaders. • Practical risk management: embeds guardrails without creating bureaucracy. • Change leadership: drives adoption, not just documentation. • Deliverables (Work Product Expectations) • ER/LR process inventory and prioritized roadmap. • Playbook packets for priority workflows, each including runbook, process map, decision tree, RACI, escalation criteria, SLAs, templates and checklists, and a leader quick guide. • Implementation toolkit including rollout plan, training materials, communications, office hours plan, and adoption measures. • Governance model including owners, version control, update cadence, and change control process. • Metrics framework including definitions and recommendations for tracking outcomes and adoption Thanks & Regards, Anikat Kumar Sr. Technical Recruiter ShiftCode Analytics Inc. 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