Your Impact
The primary purpose of this role is to serve as a strategic director of labor relations to HR and people leaders. The Director Labor Relations facilitates the organization's labor relations strategy, recommends best practice approaches to labor and associate relations, and provides advice for workplace environment improvement. This role must apply knowledge of employment and labor laws, government regulations, and agency rules in order to make informed decisions. This role will also work on and implement processes designed to identify and resolve issues before they reach critical mass, inoculating the enterprise to avoid or mitigate labor activity, and develop and implement ongoing training for HR and people leaders. This role will focus on providing support to a specific geographic division of the company (i.e. north, south, or west).

• Anticipates potential changes and collaborates directly with divisional leadership across Field Operations, HR, and Legal to accomplish implementation of ongoing pro-associate initiatives designed to address changing business initiatives. Partners with appropriate departments (i.e., store operations, supply chain network, etc.) to drive appropriate pro-associate communications.
• Makes recommendations that avoid and/or mitigate workplace disputes. Provide long-term and broad views regarding labor implications of business decisions.

• Collects, analyzes, interprets and prepares reports on labor union activity. This includes internal (Lowe's) as well as external data.
• Provides recommendations for identified trends to make effective business decisions regarding labor and associate relations, including improving associate engagement.
• Reviews and provides expertise on labor and associate relations training. Assists in designing and delivering best in class pro-associate training and education to all s of the US enterprise.
• Provides succinct overviews of acute and systemic workplace concerns and the impacts on enterprise pro-associate initiatives to all s of the US enterprise.
• In partnership with HR and people leaders, develops and implements individualized labor relations interventions (including travel to facilities, etc.).
• Advocate for fair and appropriate pro-associate workplace practices in accordance with the company's mission, core leadership behaviors, and legal parameters.
• Develop, use, and promote technological tools as resources for HR and people leaders. Provide and implement ongoing continuous improvement recommendations regarding resources.
• Analyze labor union activity and act quickly to generate approaches and recommendations for HR and people leaders. Take appropriate partners (i.e., legal department) when formulating action plans in response to labor union activity.
• Build strong relationships with other members of the Associate Relations team. Provide guidance on select Associate Relations situations to Associate Relations consultants and peer Associate Relations Managers.
• Takes on stretch assignments, more complex labor union activity situations, and projects that impact the entire enterprise.

• Bachelor's Degree Business, HR, Labor Relations or related field (or equivalent years of experience without a degree) and 8 Years Experience at an exempt as a Labor Relations Specialist (or equivalent position) in a unionized or non-unionized organization
• 8 Years Advanced knowledge of labor & employee relations principles, including federal and state laws and policies
• 8 Years Seasoned understanding of HR management programs and their interrelationships. Appropriately understands and applies policies, procedures, and practices on day-to-day issues.

• Master's Degree MBA, Human Resources, Employee Relations, Labor Relations or Industrial Relations and
• JD with a concentration or experience in employment/labor law