Employee & Labor Relations Manager

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Reporting to the Director, Employee and Labor Relations, the Manager, Employee and Labor Relations serves as a trusted advisor and subject matter expert on complex workplace investigations, labor relations and grievance management. Leads a team of HR professionals responsible for the resolution of sensitive employee relations matters, overseeing the administration of the collective bargaining agreements, and ensuring consistent application of policies and practices across the enterprise. ESSENTIAL DUTIES AND RESPONSIBILITIES 1. Manages the investigation lifecycle thorough impartial investigations into employee complaints, workplace misconduct, and policy violations, ensuring timely resolution, confidentiality, and compliance with all applicable laws and company policies. Conducts complex investigations in consultation with the Director. 2. Manages labor relations activities to include grievance and arbitration process under collective bargaining agreements, contract interpretation, case preparation, documentation, and grievance meetings to resolve disputes effectively. 3. Provides strategic consultation to leaders on disciplinary actions, corrective measures, and performance management concerns, ensuring consistency, fairness, and mitigation of organizational risk. 4. Provides support (coaching, counseling, education) to managers on employee relations. Educates, advises, and informs on managers and employees on employment laws, labor relations, and workplace policies. Works closely with inside and outside counsel in areas of employment law or labor relations as required. Provides training, support, and guidance as related to contractual obligations, anticipated "hot spots," and grievance processes. 5. Assists with developing and updating policies and procedures to ensure compliance with applicable law, collective bargaining agreements, and tribal ordinances. 6. Tracks and analyzes employee relations trends and metrics to identify patterns, assess program effectiveness, and continuous improvements opportunities. 7. Partners with HR Business Partner team on systemic cases, work collaboratively to identify root cases and develop sustainable, strategic solutions that address underlying issues and enhance organizational effectiveness. 8. Performs other duties as assigned to support the efficient operation of the department. SUPERVISORY RESPONSIBILITIES Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring and training employees; planning, assigning reviewing and directing work; evaluating and appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Make hiring decisions and designs individual development plans with succession planning in mind for all key roles. EDUCATION , EXPERIENCE AND QUALIFICATIONS Bachelor's Degree in Business Administration, Human Resources, Organization Development, Psychology, or related field is required. Minimum seven (7) years of relevant and progressive experience in Human Resources, with a minimum of three (3) years of direct experience in employee and labor relations within an organization of 2000 or more team members is required. Experience working with Tribal Government and Casino-Hospitality, specifically Yuhaaviatam of San Manuel Nation is preferred. Minimum of three (3) years of supervisory experience is required. Related, relevant, and/or direct experience may be considered in lieu of the minimum educational requirements indicated above. KNOWLEDGE, SKILLS AND ABILITIES (KSA) Must be able to work flexible hours, including evenings, weekends, and holidays. Proficient in drafting formal communications, investigation reports, disciplinary notices, and grievance responses. Extensive knowledge of employee relations, labor law, grievance procedures, and arbitration. Skilled in conducting impartial, confidential, and legally compliant workplace investigations. Strong understanding of employment laws and the ability to apply them to complex workplace scenarios. Adept at evaluating employee issues, assessing risk, and providing practical, business-focused recommendations. Exceptional communication skills, with the ability to present findings, guide leaders, and influence decisions. Effective in mediating disputes, resolving sensitive concerns, and promoting positive labor-management relations. Experienced in coaching managers to handle employee and labor relations matters consistently and confidently. Collaborative partner to HR, legal, and business leaders to ensure alignment and achieve strategic goals. Confident in offering independent, well-reasoned recommendations to senior leadership. Maintains high levels of discretion, professionalism, and ethical judgment in handling sensitive information. Adaptable and resilient in fast-paced environments, responsive to changing organizational needs. LICENSES, CERTIFICATIONS AND REGISTRATI

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