Employee & Labor Relations Manager

Lawrence Berkeley National Laboratory is hiring a Employee & Labor Relations Manager within the Human Resources division. This HR leadership role oversees the Laboratory's Employee & Labor Relations (ELR) function, including related employee programs such as Conflict and Alternative Dispute Resolution. Serving as the Laboratory's subject matter expert in employee and labor relations, the position advises the Chief Human Resources Officer (CHRO) and senior management on strategic direction, policies, programs, and services.

The incumbent is responsible for preparing and responding to labor relations matters and is recognized as an expert in all aspects of Employee and Labor Relations, UC and DOE policies and procedures, and applicable state and federal labor and employment laws. The role serves as the Laboratory's chief spokesperson on labor relations issues, including contract negotiations and arbitration.

Additionally, this position selects and manages a professional staff and builds and maintains effective partnerships with the University of California Office of the President (UCOP) and the Department of Energy (DOE) on employee and labor relations and related policies and procedures.

You will:

• Act as a collaborative partner with the CHRO to advise on strategy. May provide advice and counsel to senior Laboratory management in the development and presentation of the Laboratory's positions and proposals in contract negotiations.
• Serve as the primary liaison with the UC Office of the President's Labor team and as chief spokesperson in local collective bargaining with all unions and in labor and employment arbitration proceedings.
• Provide expert guidance and oversight on policies, programs, strategies, and organizational changes that have implications for employee relations, ensuring proactive involvement to maintain company trust and culture.
• Oversee and define the Laboratory's approach to managing and addressing Employee Relations escalations and concerns.
• Ensures that all collective bargaining agreements and Laboratory policy (Regulations and Procedures Manual - RPM) are administered effectively, emphasizing the protection of management prerogatives while fostering collaborative labor-management relationships.
• Represent the Laboratory in external proceedings involving agencies such as PERB, EEOC/DFEH, and EDD, providing research and analysis regarding issues under HEERA, ADA, FMLA, NLRB, FEHA, and CFRA.
• Leads and manages the ELR professional staff, focusing on developing advanced skills in conflict resolution, mediation, facilitation and crisis support.
• Lead HR investigations, disciplinary reviews, and the Crisis Action Team (CAT) to ensure due process and rapid resolution of workplace threats or misconduct.
• Ensure the ELR team provides effective advice and counsel to Laboratory management and HR field teams regarding management decisions encompassing employee job performance, development, and misconduct.
• Lead the development of tools and resources (standard operating procedures, guidelines, training and education materials. templates, etc) to ensure the highest level of quality, consistency and accessibility of ELR's service portfolio.
• Develop data-driven Employee Relations strategies by using metrics and trend analysis to evaluate programs, measure effectiveness, and inform recommendations, leveraging technology and innovation while adhering to responsible data use.
• Ensure coordination of activities with other HR functions and serves as a trusted advisor to HRBPs and HR leadership to prevent, diagnose, and address work environment issues.

We are looking for:

• A Bachelor's Degree in business, human resources, industrial relations, or a related field, or equivalent experience.
• A minimum of 10 years of Employee and Labor Relations experience, with 3 or more years in a management role leading professional employees.
• Extensive and demonstrated experience in all facets of labor and employee relations, including:
  • Arbitration advocacy, mediation, and facilitation/conflict resolution.
  • Drafting of settlement agreements, letters of understanding, and arbitration post-hearing briefs.
  • Developing and setting strategies, negotiating and bargaining and managing complex labor disputes as they arise.
  • Advanced understanding of US employment and human resources related laws, regulations, policies, principles, concepts, and practices, including ADA, FMLA, and FEHA, at both the California state and federal level.
  • Experience conducting investigations and knowledge of investigatory processes/best practices.
• Experience in a large and organizationally complex and/or highly unionized environment.
• Proven experience leading, coaching, and developing a high-performing team.
• Experience thriving in a continually evolving environment and the ability to adjust effectively in changing priorities and work processes.
• Ability to balance both proactive and reactive strategies, effectively juggling long-term strategic development with the immediate needs of the organization.
• Expertise in building and nurturing strategic relationships to influence stakeholders at all levels, drive collaborative decision-making, and lead organizational change.
• Comfortable with leveraging technology tools (e.g. AI, google suite, zoom) to develop templates, streamline processes, and provide training and educational support.
• Ability to use data to shape strategy to track trends, proactively recommend interventions, and identify opportunities to prevent issues before they escalate.
• Excellent analytical and legal reasoning skills, with a proven ability to negotiate complex situations and communicate findings to drive positive business outcomes.
• A strategic thinker, inspiring leader, effective manager and team player.
• Demonstrated credibility, integrity and trust.
• Demonstrated success at implementing and continuously improving labor relations over an extended period.
• The ability to balance both proactive and reactive strategies and effectively toggle between developing and leading an overarching strategy for the future while not losing sight of current needs.
• A track record of leveraging Employee Relations strategies to maintain company trust and drive positive organizational change.
• General knowledge of human resource management theories and practices across multiple functional areas, including compensation, diversity, and leadership development, to ensure ELR activities are coordinated with the broader HR strategy.
• Proven ability to integrate Employee and Labor Relations strategies within a broader Human Resources framework, ensuring that labor decisions support overall organizational health, employee engagement, and a high-performance culture.

Desired skills/knowledge:

• Prior UC, DOE or national laboratory experience.
• Experience as Chief Negotiator in collective bargaining.
• Experience creating and implementing templates, tools, training and education.
• Juris Doctorate or Master's Degree in human resources, industrial relations, or a related field.
• Experience in labor law through prior legal practice or specialized labor relations negotiations.
• Prior HR Business Partner experience.
• General knowledge of human resource management theories, principles and practices encompassing HR functional areas, such as compensation/benefits, training and organizational development, workplace diversity, staffing/recruitment and leadership/management development.
• General knowledge of LBNL/UC/DOE policies and procedures.

For priority consideration please apply by March 1, 2026 with the following application materials (applications will be accepted until the job posting is removed):

• Resume
• Cover Letter

Additional information:

• Appointment type: This is a full-time career appointment, exempt (monthly paid) from overtime pay.
• Salary range: The budgeted salary for this position is $220,000 - $250,000. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary will be commensurate with the final candidate's qualification and experience, including skills, knowledge, relevant education, certifications, and aligned with the internal peer group.
• Background check: This position is subject to a background check. Any convictions will be evaluated to determine if they directly relate to the responsibilities and requirements of the position. Having a conviction history will not automatically disqualify an applicant from being considered for employment.
• Work modality: This position is eligible for a hybrid work schedule - a combination of teleworking and performing work on site at Lawrence Berkeley National Lab, 1 Cyclotron Road, Berkeley, CA 94720. Work schedules are dependent on business needs. Individuals working a hybrid schedule must reside within 150 miles of Berkeley Lab. A REAL ID or other acceptable form of identification is required to access Berkeley Lab sites (for more information click here).
• At Will: The Employee & Labor Relations Manager position is a career position that is appointed by and serves at the discretion of the Laboratory Director, and this appointment is at will and may be terminated at any time with or without cause.

Want to learn more about working at Berkeley Lab? Please visit: careers.lbl.gov

Equal Employment Opportunity Employer: The foundation of Berkeley Lab is our Stewardship Values: Team Science, Service, Trust, Innovation, and Respect; and we strive to build community with these shared values and commitments. Berkeley Lab is an Equal Opportunity Employer. We heartily welcome applications from all who could contribute to the Lab's mission of leading scientific discovery, excellence, and professionalism. In support of our rich global community, all qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories under State and Federal law.

Misconduct Disclosure Requirement: As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.