Labor Relations Manager

Who YOU are and what YOU can become : The Labor Relations Manager serves as the primary strategic and operational leader for all labor management relations at ST Engineering Middle River Aerostructure Systems (MRAS). This role ensures effective partnership with union leadership, supports a high performance manufacturing environment, and safeguards compliance with collective bargaining agreements (CBAs), labor law, and company policies. The manager acts as a trusted advisor to HR, Operations, and senior leadership on labor strategy, employee relations, and workforce engagement. Reports directly to the site Director of Human Resources. Who WE are and where WE are going: At MRA Systems, our employees have amazing opportunities to work on advanced technologies and systems that support thousands of customers and millions of people worldwide every day. From the first flight across the Pacific Ocean to developing highly complex structures for the most popular aircraft in the world, we have come a long way always with a can-do approach to problem solving while delighting customers with our high say-do ratio. We are looking for people with innovative ideas and the drive to help us grow into the future. A pioneer in the production and assembly of complex aerostructures including aircraft and rocket components, engine nacelle systems, thrust reversers and advanced composite products, we apply the latest digital technologies and automation in composite design and manufacturing that are second to none. At ST Engineering MRAS, we are also rapidly augmenting our maintenance, repair and overhaul (MRO) capabilities leveraging the company’s expanded aircraft nacelle portfolio as well as it’s materials and processing expertise. What YOU will do: Labor Relations Strategy & Partnership Serve as the main liaison between MRAS HR team, leadership and union representatives, fostering a collaborative, transparent, and productive labor management relationship. Lead the administration, interpretation, and communication of the collective bargaining agreement. Develop and implement labor relations strategies that support operational goals, workforce stability, and a positive employee experience. Provide guidance to leaders on contract language, grievance handling, discipline, and performance management. Grievance & Dispute Resolution Manage the full grievance process, including investigation, documentation, meetings, and resolution recommendations. Represent the company in grievance hearings, mediations, and arbitrations as needed. Coach supervisors and managers on consistent, contract compliant application of policies and corrective actions. Collective Bargaining & Negotiations Support preparation for contract negotiations, including data analysis, costing, proposals, and strategy development. Facilitate and lead negotiation activities as appropriate. Participate in bargaining sessions and ensure follow-through on negotiated commitments. Maintain historical records, negotiation notes, and labor cost models. Compliance & Policy Management Ensure compliance with federal and state labor laws (NLRA, FLSA, FMLA, EEO, etc.). Conduct internal audits to ensure consistent application of policies and contract provisions. Partner with Legal and HR to mitigate risk and maintain documentation standards. Workforce Engagement & Culture Support initiatives that strengthen communication, trust, and engagement across the unionized workforce. Provide training to leaders on labor relations, contract interpretation, and effective communication. Requires regular interaction with production leadership, union representatives, and HR partners. Monitor workplace climate and proactively address emerging issues. On-site role supporting a large aerospace manufacturing operation. Data, Reporting & Analytics Track labor metrics such as grievances, arbitrations, absenteeism, overtime, and disciplinary trends. Provide insights and recommendations to leadership based on data analysis. Maintain accurate labor relations records and reporting systems. Leadership & Team Development Mentor, coach, and develop Labor Relations staff to build capability, consistency, and bench strength Provide guidance, feedback, and professional development opportunities to team members Establish best practices and standard approaches across the labor relations function Serve as a subject matter expert and escalation point for complex labor relations matters What YOU must bring to Succeed: Bachelor’s degree in Human Resources, Labor Relations, Business, or a related field Minimum of 5 years of Human Resources experience, including at least 3 years of labor relations or employee relations experience in a unionized environment Strong knowledge of labor law, grievance procedures, and collective bargaining Demonstrated experience advising leaders and resolving complex workplace issues Excellent communication, negotiation, and conflict resolution skills Ability to be on site any shift as required to address labor relations issues This position involves access to export-controlled technology which requires U.S. Person status or government authorization. A ‘U.S. Person,’ as defined by 22 C.F.R. §120.62, includes U.S. citizens, U.S. nationals, individuals lawfully admitted for permanent residence (green card holders), and individuals granted asylum or refugee status in the United States. To be considered for this position, you must either be a U.S. Person or fall within a legally recognized export control exception or authorization. If hired, you will be required to provide valid proof of such status Desired Characteristics Experience in aerospace, manufacturing, or industrial operations. Prior involvement in contract preparation, negotiations or arbitration. Prior leadership or supervisory experience is highly preferred Master’s degree or specialized labor relations certification (e.g., SHRM‑CP/SCP, PHR/SPHR). Key Competencies Strategic thinking with the ability to balance business needs and employee concerns. Relationship building across union and nonunion stakeholders. Sound judgment in high pressure or ambiguous situations. Data driven decision making and strong analytical skills. Influence and communication at all organizational levels. At ST Engineering, we offer great rewards, competitive pay, career advancement and growth opportunities. Estimate salary range for this role: $100,000 to $140,000 per year. ST Engineering considers several factors with extending job offers, including but not limited to candidates’ key skills, relevant work experience, education/training/certification, job level, and work location. Base salary is only one component of our competitive Total Rewards package. ST Engineering - MRAS Benefits: As a full-time employee of ST Engineering- MRAS, you are eligible for our benefits package including: Medical, Dental, and Vision coverage starting from start date Health Flexible Spending Accounts Free Onsite Gym with weekly fitness classes Immediate 401k vesting Educational Assistance Life Insurance Paid Time off (Permissive for exempt staff) Employment Notice: Background and Drug Screening Requirements As part of our commitment to maintaining a safe and secure workplace, successful completion of a background check and drug screening is a mandatory condition for employment. All offers of employment are contingent upon satisfactory results from these screenings. It takes diverse talent to solve real-world problems. ST Engineering is deeply committed to building a workplace community where inclusion is valued, and everyone feels welcomed. We’re proud to consider all qualified applicants for employment without regard to race, color, religion, sex, pregnancy, family status, marital status, sexual orientation, national origin, disability, age, or veteran status, or any other legally protected grounds. So, bring us your personal experience, your perspectives, and your background. It’s through our differences that innovative changes are made. ST Engineering is committed to providing reasonable accommodations to qualified individuals with disabilities in the employment application process. To request an accommodation, please contact our Talent Strategies team at 571-771-0101, or by email at .