Director of Labor Relations

Position Type:
  Administration-Nonlicensed/Director
 

Location:
  Educational Service Center, Maple Grove, MN 55369
 

Closing Date:
  09/15/2025
 

Position Summary

The Director of Labor Relations, Human Resources, supports the district’s mission to inspire and prepare all students with the confidence, courage, and competence to achieve their dreams, contribute to their community, and engage in a lifetime of learning by providing strategic leadership and oversight in assigned human resources functions. Reporting to the Executive Director of Human Resources and working in a shared leadership model with the Personnel Director, this position directs the development and implementation of personnel policies, benefits and compensation programs, and strategic planning initiatives. The Director negotiates the majority of the district’s labor/unit contracts and oversees the collective bargaining processes, grievance procedures, and compliance reporting. The Labor Relations Director also advises and supports district administrators in personnel and performance matters; supports staff development; oversees employee/labor relations, and other human resource programs and initiatives as delegated by the Executive Director.

 
Primary Responsibilities

Labor Relations: Oversees formal labor–management relations, including protected activities, unfair practices, union organizing, collective bargaining, and contract administration - 35%

• Establishes and maintains effective labor–management relationships with system leaders and union/unit representatives.
• Interprets and administers collective bargaining agreements and employee contracts.
• Designs labor relations practices and strategies aligned with the district’s mission.
• Coordinates Meet & Confer meetings, labor–management committees, task forces, and work groups.
• Ensures compliance with applicable federal, state, and local laws and regulations.
• Directs alternative dispute resolution processes and coordinates grievance procedures.
• Collaborates with General Counsel and the Executive Director of Human Resources to resolve grievances and other labor issues, including arbitration.
• Works with the Human Resources Leadership team and General Counsel on complex and sensitive employment matters.
• Leads collective bargaining negotiations with multiple labor unions and associations, developing strategies and proposals in collaboration with Human Resources leadership, the School Board, Superintendent, Executive Finance Director, and legal counsel while ensuring adherence to financial parameters and organizational objectives.

Employee Services: Provides strategic oversight of employee engagement, benefits, and compensation operations - 35%

• Provides strategic oversight of benefits and compensation plans for all employees.
• Sets strategic direction for benefits and compensation to ensure best practices and effective resource use.
• In collaboration with the HR leadership team, manages classification and compensation systems to ensure compliance with pay equity requirements.
• Oversees benefits systems and remains current on regulations and best practices.
• Benchmarks compensation, recommends changes to pay ranges and compensation structure in light of collective bargaining agreements.
• Coordinates with Business Services and Payroll on compensation and records.
• Directs insurance bid and RFP processes for benefits programs.
• Manages relationships with insurance carriers, brokers, and third-party administrators, including audits.
• Provides strategic oversight and collaboration on system wellness initiatives.
• Develops programs to promote a positive and productive work environment.
• Collaborate with HR Coordinator and key partners to plan and coordinate the Insurance Advisory Committee and Retirement Advisory Committee.

Hiring Manager Support: Supports hiring managers in policy enforcement, performance management, and employee/labor relations strategies - 15%

• Provides consultation to hiring managers on policies, procedures, contracts, best HR practices, and compliance.
• Conduct workplace investigations in compliance with applicable laws, policies, procedures, and district expectations for staff.
• Advises managers on performance and disciplinary matters.
• Develop and implement supervisor training and resources.
• Identify labor relations trends and proactively implement strategies to ensure consistency and alignment with district goals. 
• Supports supervisors in implementing effective talent management strategies.

Strategic HR Leadership: Participates in strategic HR planning to align with the district’s mission and organizational needs - 15%

• Contributes to development and implementation of HR strategic goals.
• Ensures HR functions reflect the district’s vision, values, and culture.
• Collaborates on department goals, objectives, and systems to provide mission-focused support.
• Implements systems, policies, and practices to meet short- and long-term human capital needs.
• Monitors and reports on progress toward strategic goals.
• Leverages resources for change management, leadership development, succession planning, and employee growth.
• Participates in professional development opportunities and system committees.
• Collaborates with leadership, department heads, and community stakeholders to develop personnel policies, procedures, and strategic initiatives that align with long-term organizational goals.
• Provides regular updates to the Executive Director of Human Resources, Superintendent and the School Board on negotiation progress, strategic planning outcomes, and emerging personnel matters.

Other Duties

• As assigned by the Executive Director of Human Resources.

Required Qualifications

• Bachelor’s degree in Human Resources/Industrial Relations, Business Administration, Educational Administration, or a related field.
• Seven (7) to ten (10) years of progressively responsible experience in human resources, labor relations, and/or negotiations with substantial experience in a supervisory or managerial capacity.
• Experience negotiating labor contracts.

Preferred Qualifications

• Master's degree in Human Resources/Industrial Relations or related field.
• SPHR (Senior Professional in Human Resources) certification or equivalent senior-level certification.
• Experience serving as lead negotiator of labor contracts.
• Experience in a public school district.

Salary: Pay Grade 122, $152,633 to $177,817 annually
Job type: Full-time, 260/261 days per year
Bargaining unit: Directors and Confidential Managers
Benefits: Medical, dental, life insurance, long term disability,  employee assistance program, PERA Pension and 403b (tax sheltered annuity) employer match program

Essential Knowledge, Skills, and Abilities

• Demonstrates expertise in labor law as it relates to contract negotiations, contract interpretation, PELRA, NLRB rulings, grievance handling, and dispute resolution.
• Skilled in collective bargaining strategies, techniques, and laws impacting employee and labor relations.
• Proficient in interpreting and applying complex human resources laws, rules, and regulations that impact district operations.
• Knowledgeable in current human resources principles, trends, and best practices, including recruitment and selection, compensation, benefits, employee/labor relations, performance management, and staff development.
• Experienced in advising, consulting, and collaborating with managers on human resources policies, practices, and strategies.
• Skilled in interviewing, investigations, and counseling techniques used in personnel administration.
• Strong interpersonal and communication skills to build relationships at all levels of the organization, address conflicts, and promote collaboration.
• Demonstrates cultural competence and the ability to work effectively with diverse stakeholders.
• Experienced in supervising, delegating, and planning the work of departmental staff, fostering accountability and professional growth.
• Skilled in planning, developing, and implementing personnel policies, programs, and initiatives within assigned areas of responsibility.
• Knowledgeable about educational goals, systems, and philosophies, and their connection to human resources programs and services.
• Demonstrates strategic leadership by developing and communicating a vision, aligning functions with the district’s mission and values, and driving change and innovation.
• Fosters cross-departmental cooperation, builds trust, and establishes effective working relationships.
• Exercises sound judgment by analyzing issues from multiple perspectives, anticipating short- and long-term impacts, and applying systems thinking.
• Communicates effectively through public speaking, report writing, meeting facilitation, and active listening.
• Focuses organizational efforts on high-priority objectives by establishing measurable goals, managing projects, improving processes, and holding staff accountable.
• Applies business and technical expertise, including effective use of technology, data analysis, and resource management to maximize productivity.
• Demonstrates adaptability, integrity, and accountability while pursuing ongoing personal and professional growth.
• Maintains a calm and approachable presence, encouraging open communication, feedback, and collaboration.
• Provides strong performance leadership by mentoring, coaching, conducting evaluations, and addressing performance concerns.
• Champions exceptional customer service, ensuring high-quality service delivery to both internal and external stakeholders.

Work Environment and Physical Demands

Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects. Work involves frequent sitting, talking, hearing, and using hands to operate a computer and standard office equipment. The employee may occasionally stand, walk, reach with hands and arms, and stoop, kneel, or crouch. Visual acuity is required for reading and preparing documents, viewing a computer screen, and performing administrative tasks with accuracy. The position may require occasional travel to school sites or district locations.

Work is performed in a standard office environment within a school or district administrative setting. The position involves minimal exposure to environmental hazards or physical risks. Tasks are performed in a climate-controlled space with access to necessary technology and resources. The role is deadline-driven and may involve managing multiple priorities and frequent interactions with staff, administrators, and community members. Occasional travel to individual schools or other sites within the district is required.


Osseo Area Schools offers:

• Meaningful and impactful work 
• Opportunities to grow professionally
• A variety of benefits
• Summer opportunities
• and more 

Equal Employment Opportunity Statement: 

Osseo Area School District ISD 279 is an Equal Opportunity, and veteran-friendly employer.

Osseo Area School District ISD 279 ensures equal employment opportunities regardless of race, creed, gender, color, national origin, religion, age, sexual orientation or disability. Osseo Area School District is committed to a workforce that reflects the diversity of the district and strongly encourages persons to apply who can strengthen our diversity. For more information, view the District’s Equal Opportunity and Prohibition Against Discrimination, Harassment and Violence Policy. 

Veteran’s Preference: If you are an eligible veteran, please submit a legible copy of your DD214 with your application. 

Accommodation: If you have a disability that requires an accommodation during the selection process, please email Human Resources at HR@district279.org or call 763-391-7007.

Background Check Upon Conditional Offer: 

Background checks are conducted upon receiving a conditional offer. Employees must complete a background check and are responsible for the background fee. A passing background is required.  Criminal convictions are reviewed on a case-by-case basis.