Director of Human Resources Business Partner - Labor Relations

About this role

ABOUT SALUTE
Salute is a mission‑driven organization committed to delivering high‑quality service by empowering people, promoting operational excellence, and fostering a culture built on integrity, teamwork, and continuous improvement. Our teams support diverse operational environments and partner closely with clients to create safe, efficient, and reliable outcomes.
DEPARTMENT:Human Resources
REPORTS TO: Vice President of Human Resources Operations
LOCATION: Remote in Chicago, IL
LOCATION TYPE: Remote
DIRECT REPORTS:Yes

Salute Benefits That Put You First
We know life doesn’t stop when work begins, that’s why we offer perks designed to support your well-being, your family, and your future:

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Time to Recharge: Enjoy 8 company-paid holidays, 2 floating holidays, and PTO so you can rest, celebrate, and take care of what matters most.

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Comprehensive Benefits Package: Including Medical, Dental, and Vision that you can enroll in starting on Day 1. Coverage begins the first of the month following 30-days of employment.

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Peace of Mind:The Employee Assistance Program is available to all employees, even if you do not participate in the benefits package.

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Your financial future matters: Enjoy our employer-supported 401(K) with immediate 100% vesting, plus a 3% employer match and a 50% match on the next 2%.

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Wellness Support: Access to HSA, mental health resources, and gym discounts—because your health matters.

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Extra Protection & Perks: Through discounted group programs, such as legal services, home & auto insurance, pet insurance, and ID theft protection for life’s unexpected moments.

POSITION SUMMARY
The Director, HRBP – Labor Relations is the organization's designated technical authority on union and labor relations, serving as the expert resource that HRBPs, site leaders, and executives turn to for guidance on collective bargaining, contract interpretation, and labor strategy. Rather than owning a single client group, this role operates as an internal labor relations consultant across the global operations network — diagnosing complex contract and grievance issues, shaping enterprise-wide labor relations strategy and standards, and building the labor relations capability of HRBPs and operations leaders. This person is the escalation point for the organization's most complex, highest-risk labor matters and is expected to bring recognized, expert-level command of collective bargaining agreements (CBAs), labor law, and union relationship management.
RESPONSIBILITIES
Labor Relations Subject Matter Expertise (Primary Focus).

• Serve as the enterprise's go-to subject matter expert on collective bargaining, contract interpretation, and union relationship strategy.

• Provide expert consultation to HRBPs, site leaders, and executives on complex grievance, arbitration, and contract administration questions.

• Design and lead collective bargaining negotiation strategy, serving as lead negotiator or chief strategist for the organization's most complex or highest-stakes contracts.

• Act as the escalation point for the organization's highest-risk labor matters, including arbitration, NLRB charges, and labor board proceedings.

• Maintain expert-level, current knowledge of the NLRA and labor/employment law across domestic and international jurisdictions and translate legal and regulatory change into practical guidance.

• Author and maintain enterprise labor relations playbooks, position statements, and precedent guidance used by HRBPs and site leadership.

• Advise leadership on union organizing activity and lawful, proactive labor relations strategy across represented and non-represented sites.

• Lead strike/contingency planning methodology and serve as the organization's expert advisor during active labor disputes.

• Own labor relations metrics and reporting — grievance and arbitration trends, contract costs, settlement patterns — and translate findings into enterprise strategy.

Capability Building & Advisory Partnership

• Coach and upskill HRBPs, generalists, and operations leaders on CBA administration, grievance handling, and labor relations fundamentals.

• Design and deliver labor relations training and certification programs for site leaders, supervisors, and HR staff.

• Partner with HRBPs as a technical advisor rather than a direct client owner — stepping in on complex or precedent-setting matters while HRBPs retain day-to-day site relationships.

• Build toolkits, templates, and decision frameworks that allow HRBPs to handle routine labor matters independently and consistently.

Enterprise Labor Relations Strategy & Governance

• Set enterprise standards for CBA administration, grievance handling, and negotiation practice across all unionized operations.

• Partner with executive leadership to align labor relations strategy with broader workforce planning, M&A, and organizational transformation activity, including successorship and CBA implications.

• Analyze workforce and labor relations data to identify enterprise-wide risk and opportunity, and recommend policy or strategy changes.

• Govern consistency of contract interpretation and precedent across sites and regions to reduce legal and financial exposure.

Compliance and Risk Management

• Ensure enterprise-wide compliance with CBAs, labor regulations, employment law, and company policy.

• Monitor and interpret changes in labor and employment law across global jurisdictions, advising leadership on required adaptations.

• Partner with Legal and Compliance as the primary labor relations subject matter expert on arbitration, NLRB matters, and other labor-related proceedings.

• Mitigate enterprise risk through expert guidance, consistent precedent, and disciplined labor relations governance.

Global HR Collaboration

• Serve as the labor relations partner to HR Operations and regional HR teams.

• Provide SME support to regional HR teams navigating local labor and works council requirements.

• Promote consistent labor…