"Alerted.org

Job Description

Role Summary

We’re seeking a LR/ER leader to run a small, high impact team and partner closely with operations and corporate stakeholders. The Sr. Manager will set the LR/ER strategy, guide CBA negotiation parameters (while another party conducts the table negotiations), and ensure the organization protects its position—particularly around site transitions/closures, regulatory notices, and payments. The ideal candidate brings GovCon experience, can translate “how the company moves” into practical LR/ER actions, and operates as an internal consultant who supports the business.

What You’ll Do

Lead & Coach

• Manage, develop, and prioritize the work of 3 LR/ER Business Partners, covering employee relations cases, grievance administration, and union interactions across multiple sites/contracts.

• Establish playbooks, escalation paths, and SLAs for investigations, grievances, and arbitration preparation.

Strategy & Negotiations Support

• Set strategy and guardrails for CBA negotiations (e.g., ranges and “what’s allowable” for rates, PTO, and benefits) while coordinating with the designated negotiator and corporate leadership/legal; serve as the business’s LR/ER voice at the table prep, not the lead negotiator.

• Translate business goals into LR/ER proposals and ensure alignment with cost, risk, and compliance constraints.

GovCon Compliance & Wage Frameworks

• Ensure strict compliance with the Service Contract Act (SCA) and Davis Bacon Act (DBA)—including wage determinations, fringe calculations, conformance requests, notices, and payment integrity.

• Maintain oversight of LR/ER processes tied to government contracting requirements (e.g., contract change impacts on wages/benefits, audit readiness, and documentation standards).

Grievances, Arbitrations & Dispute Resolution

• Oversee grievance pipelines end to end; direct case strategy, documentation quality, and timelines.

• Coordinate and prepare for arbitrations (including those implicating SCA/DBA), collaborating with legal and operations to secure defensible outcomes and minimize exposure.

Site Transitions / Closure Execution

• When a site is lost or transitions, lead LR/ER execution: issue required regulatory notices, manage payments and back pay processes, protect the organization’s position through clean documentation and timely communication, and maintain employee relations stability.

Internal Consulting & Partnering

• Operate as a trusted advisor to operations leaders—framing options, risks, and impacts in business terms; prevent “internal HR vs. business” dynamics by facilitating pragmatic resolutions.

• Provide contract interpretation guidance (CBAs and applicable labor laws) and coach managers through corrective actions, performance cases, and sensitive separations.

Governance & Stakeholder Management

• Align LR/ER decisions with corporate policy and the executive signatory process for final contracts.

• Build productive relationships with corporate HR, Legal, Compliance, Payroll, and Program/Project leadership; keep audit trails immaculate and responses timely.

We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to [email protected] learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: https://insightglobal.com/workforce-privacy-policy/.

Skills and Requirements

• 5 - 10 years progressive experience in Labor Relations & Employee Relations inlcuding management experience, including union environments and multi site operations.

• Demonstrated GovCon background: practical knowledge of SCA and DBA (wage determinations, fringe, conformance, notices, payments), and experience preparing/handling arbitrations touching these frameworks.

• Proven success leading LR/ER teams and setting CBA negotiation strategy/parameters while partnering with separate negotiation leads.

• Expert documentation skills; fluency in grievance/arbitration preparation, fact finding, corrective action frameworks, and compliance recordkeeping.

• Strong executive presence; able to translate business goals into LR/ER actions and influence senior stakeholders. • Exposure to service contract compensation structures (e.g., classification mapping, wage/benefit calculations, price adjustments).

• Experience in large, complex organizations with frequent site transitions/closures.

• Bachelor’s degree in HR, Labor Relations, Business, or related field; JD, MBA, SHRM SCP/SPHR a plus.