Employee Labor Relations Director

Cascadia Behavioral Healthcare (www.cascadiabhc.org), one of the largest community behavioral health providers in the state of Oregon, delivers whole health care — integrated mental health and addiction services, primary care and housing — to support our communities. Our approach is recovery-oriented and trauma-informed. Cascadia hires innovative, compassionate, and dedicated staff who are aligned with trauma-informed care, are committed to working effectively with diverse community populations, and expected to strengthen such capacity if hired.

This position is located at our administration office in NE Portland. The schedule is Monday through Friday days.

Job Overview

The Director of Employee & Labor Relations is a key member of the People & Culture team. This position balances responsibilities as an employee advocate and management representative to resolve problems, conflicts and policy disputes. The Director of Employee & Labor Relations manages labor relations in connection with the collective bargaining agreement; and serves as the subject matter expert and thought leader regarding employee and labor relations topics and the interpretation and enforcement of policies and collective bargaining agreements.

The Director of Employee & Labor Relations promotes integrated care, our vision of trauma-informed and person-first approaches and helps create a work environment of inclusion, safety, and acceptance in all of our properties.

Essential Duties

This position description is not intended to be an all-inclusive list of responsibilities, skills, or working conditions associated with the position. Management reserves the right to modify, add or remove duties as necessary.

Employee & Labor Relations

  • Responsible for managing and directing labor and employee relations, including assisting in union negotiations, administering labor contracts, resolving grievances, and supporting operational/organizational changes.
  • Work closely with management to ensure that functional operations are in alignment with the principles of positive employee relations and in compliance with requirements under the collective bargaining agreement, law, policy or regulatory environment. Partner with management to diagnose and address performance concerns.
  • Provide expertise and guidance to managers and supervisors on best practices associated with employment practices, performance management, compliance, and employee issues. Train managers and supervisors in effective coaching strategies.
  • Interpret, administer and disseminate the substance of collective bargaining agreements to all levels of management and assure consistent interpretation, application and compliance with collective bargaining requirements.
  • Oversee and/or conduct work place investigations and make recommendations regarding employment action. Ensure all matters are handled in an equitable, consistent and lawful manner.
  • Work collaboratively to engage employees and promote positive employee culture and experience.
  • Collaborate with business leaders, People & Culture and other key stakeholders on labor relations and positive employee relations strategies.
  • Assure documentation associated with employee & labor relations is accurate, complete and timely. Prepare documents related to labor relations activities. Proactively assist with response to and management of grievances.
  • Draft position statements and coordinate with outside legal counsel in responding to unfair labor practice charges as well as complaints from state and federal agencies.
  • Represent Cascadia in arbitrations and mediations along with appropriate People & Culture Business Partner and legal partner.
  • Assists management with the administration of the grievance procedure, disciplinary actions, seniority and other provisions pertaining to bargaining unit work and Cascadia policy.
  • Develop employee engagement and retention initiatives. Research turnover trends and data to develop retention programs and policy.


  • Guides and consult with leadership on reorganizations, restructuring, skill development and methods to improve employee engagement.
  • Develop policies and procedures to respond to changing business needs and to remain compliant with applicable federal and state laws.
  • Develop training programs on effective employee and labor relations.
  • Proactively minimize legal risk to Cascadia and help drive People and Culture strategy to align and achieve organizational strategic goals
  • Assist in support, evaluation, and development of the People & Culture Department. Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
  • Ensure that all development plans are reviewed by People & Culture Business Partners or designee, prior to being issued to employees.
  • Complete projects that evolve out of identified agency need.
  • Oversee Cascadias unemployment program. Respond to claims and attend administrative hearings when needed.
  • Perform other duties as assigned.

Supervisory Oversight

  • Determine staffing requirements, recruit, hire, and train staff in a manner that encourages and maintains diversity and cultural responsiveness.
  • Establish work plans and priorities for staff members, assess the progress of staff members.
  • Provide consistent supervision and support for direct reports.
  • Coach People & Culture Business Partner(s), ensuring their ongoing competency development and engagement.
  • Promote and complete annual employee training requirements on a timely basis.
  • Demonstrate commitment to continuing professional development.
  • Establish and manage budgets for assigned programs and monitor monthly expenses.
  • Perform other duties as assigned.

Strategic Leadership

  • Provide strategic leadership throughout Cascadia and contribute to strategic initiatives.
  • Provide customer service leadership; establish a service-first and customer-centric culture.
  • Take the initiative in thought leadership, innovation and creativity.
  • Create, model and maintain a work culture that supports and values inclusion, equity and diversity.
  • Attend and participate in all meetings as assigned, including but not limited to staff and team meetings, and consultations with staff.

Perform other duties as assigned



  • A Bachelor’s degree in Human Resources or a related field is required. An advanced business, management or law degree is preferred. PHR/SPHR certification is also preferred.


  • Two to five years leadership experience required. Five years labor relations and employees relations experience.
  • Experience in nonprofit setting preferred.

Specialized Knowledge, Skills and Abilities:

  • Demonstrated knowledge of and experience with state and federal employment laws (including federal and state anti-discrimination laws, federal and state wage and hour laws, and labor laws), and current employee and labor relations practices.
  • Proven leadership skills, i.e., planning, communications, motivation, and mentoring, interpersonal skills.
  • Ability to develop collaborative relationships at all levels of the organization
  • Effectively communicate and build relationships with union representatives
  • MS Office applications, with an emphasis on Excel
  • Operate computer hardware and software at a level needed to effectively perform job functions
  • Enter, retrieve, and analyze data
  • Prepare moderate to complex reports
  • Influence, persuade or coach management, staff and employees whose thoughts and behaviors may differ significantly from those of the employee

Cascadia is an Equal Opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. If you need assistance or an accommodation due to a disability, you may contact us at 503.963.7654 or at peopleandculture@cascadiabhc.org



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