George Washington University
Employee & Labor Relations Manager
🇺🇸 Hybrid - Washington, DC
🕑 Full-Time
💰 $81K - $133K
💻 Human Resources
🗓️ January 12th, 2026
Edtech.com's Summary
George Washington University is hiring an Employee & Labor Relations Manager. The role involves providing expert guidance on all aspects of employee and labor relations for unionized departments, managing grievance processes, participating in collective bargaining, assisting with arbitration and third-party proceedings, and developing training programs to support fair treatment and compliance within the university workforce.
Highlights
- Serves as Subject Matter Expert advising HR Business Partners on labor relations and Collective Bargaining Agreements (CBAs).
- Manages and monitors the grievance process and participates in labor-management meetings.
- Provides guidance on employee relations, performance counseling, corrective actions, and policy interpretation.
- Participates in union negotiations, analyzes proposals, and monitors CBA implementation.
- Assists Legal Counsel in arbitration and represents the university in third-party proceedings (e.g., EEOC, NLRB).
- Conducts investigations into complaints and collaborates with legal counsel on employment litigation risks.
- Researches, develops, and delivers training programs in employee and labor relations.
- Requires a Bachelor's degree plus 5 years of experience, or a Master's degree plus 3 years; degree must be conferred by start date.
- Preferred skills include knowledge of labor laws (NLRA, ERISA), mediation experience, and strong communication skills.
- Hiring range is $80,927.47 to $133,477.48 annually.
Employee & Labor Relations Manager Full Description
Employee & Labor Relations Manager
Please see Special Instructions for more details.
Employer will not sponsor for employment Visa status
Posting Details
I. JOB OVERVIEW
Job Description Summary: | We pride ourselves on being a champion to GW’s commitment to fair treatment of all members of its community and the main source of education to the university community on how to further our success and understanding of the value of a diverse workforce in our global environment.
The Equal Employment Opportunity and Access office (EEOA) provides consultative services to assist staff with situations that involve allegations of unfair treatment, discrimination and affirmative action, as well as disability and religious accommodations.
The Employee & Labor Relations Manager provides overall guidance to stakeholders in departments/divisions with union employees regarding all aspects of the employee and labor relations spectrum; from formal training to grievance handling to specific guidance regarding corrective actions.
Job duties include: Serves as Subject Matter Expert (SME) and advises HR Business Partners on all facets of labor relations for the university, including interpretation of Collective Bargaining Agreements (CBA) Grievance Administration – Manages, tracks and monitors the grievance process and serves as the HR representative in the appropriate review step during the process.Labor-Management Meetings – conducts regularly scheduled meetings with Human Resources, Management, and Union representation in accordance with CBAs. Employee Relations – Provides SME guidance to HR Business Partners regarding performance counseling and corrective action and interpretation of university policies. Facilitates sound and consistent employee and labor relations decisions. Collective Bargaining – Participates in negotiations with unions. Identifies and researches potential issues which may arise during negotiations. Analyzes proposals for the feasibility of acceptance. Prepares viable counter-proposals as necessary. Consults with other sections within Human Resources to determine the impact proposed contract terms may have on the University. Consults with Department leaders to ascertain their priorities and the feasibility of their acceptance. Monitors CBA implementation on a regular basis to track areas of concern for future negotiations. Arbitration – Assists Legal Counsel in preparing for and representing the University at arbitrations and third-party proceedings as required. Third-Party Proceedings – Investigates charges or complaints filed with third-party agencies. Conducts investigations into allegations contained with the charge. Interviews supervisors, witnesses, and other involved parties to assist in the preparation of a response to the charge. Provides assistance to legal counsel in responding to complaints and third-party proceedings, including Equal Employment Opportunity Commission (EEOC), DC Office of Human Rights, and National Labor Relations Board (NLRB) charges. Represent the University at conferences, hearings, etc. Stays informed of current regulatory requirements and changes in legislation and court decisions impacting employee relations at the University. Monitors relevant updates from regulatory agencies and collaborates with appropriate stakeholders to recommend changes to policies or processes as needed. Manages communication of potential employment litigation and/or risks to legal counsel and consults with the Office of General Counsel on labor relations matters as needed. Training and Facilitation – Researches, develops, designs, and presents training programs/sessions in all areas of employee and labor relations.
Performs other duties as assigned. The omission of specific duties does not preclude the supervisor from assigning duties that are logically related to the position.
Minimum Qualifications: | Qualified candidates will hold a Bachelor’s degree in an appropriate area of specialization plus 5 years of relevant professional experience, or, a Master’s degree or higher in a relevant area of study plus 3 years of relevant professional experience. Degree must be conferred by the start date of the position. Degree requirements may be substituted with an equivalent combination of education, training and experience.
Additional Required Licenses/Certifications/Posting Specific Minimum Qualifications:
Preferred Qualifications: | Extensive knowledge regarding employee and labor relations, the National Labor Relations Act, the National Labor Relations Board, and state and federal employment laws preferred. Working knowledge of Employment Retirement Income Security Act (ERISA) requirements preferred. Demonstrated experience with mediation and other dispute resolution systems and techniques preferred. Demonstrated ability to develop and maintain collaborative working relationships in a consulting environment.Excellent coaching skills regarding employee and labor relations. Ability to work independently with minimal supervision in a team-based environment. Demonstrated experience managing collective bargaining agreements. Strong interpersonal, verbal, and written communications skills. Have excellent presentation skills. Ability to handle confidential and sensitive matters. Ability to work evenings and weekends on occasion during contract negotiations or to engage with second or third shift employees as necessary.
Hiring Range | $80,927.47 - $133,477.48
GW Staff Approach to Pay | How is pay for new employees determined at GW?
The Equal Employment Opportunity and Access office (EEOA) provides consultative services to assist staff with situations that involve allegations of unfair treatment, discrimination and affirmative action, as well as disability and religious accommodations.
The Employee & Labor Relations Manager provides overall guidance to stakeholders in departments/divisions with union employees regarding all aspects of the employee and labor relations spectrum; from formal training to grievance handling to specific guidance regarding corrective actions.
Job duties include: Serves as Subject Matter Expert (SME) and advises HR Business Partners on all facets of labor relations for the university, including interpretation of Collective Bargaining Agreements (CBA) Grievance Administration – Manages, tracks and monitors the grievance process and serves as the HR representative in the appropriate review step during the process.Labor-Management Meetings – conducts regularly scheduled meetings with Human Resources, Management, and Union representation in accordance with CBAs. Employee Relations – Provides SME guidance to HR Business Partners regarding performance counseling and corrective action and interpretation of university policies. Facilitates sound and consistent employee and labor relations decisions. Collective Bargaining – Participates in negotiations with unions. Identifies and researches potential issues which may arise during negotiations. Analyzes proposals for the feasibility of acceptance. Prepares viable counter-proposals as necessary. Consults with other sections within Human Resources to determine the impact proposed contract terms may have on the University. Consults with Department leaders to ascertain their priorities and the feasibility of their acceptance. Monitors CBA implementation on a regular basis to track areas of concern for future negotiations. Arbitration – Assists Legal Counsel in preparing for and representing the University at arbitrations and third-party proceedings as required. Third-Party Proceedings – Investigates charges or complaints filed with third-party agencies. Conducts investigations into allegations contained with the charge. Interviews supervisors, witnesses, and other involved parties to assist in the preparation of a response to the charge. Provides assistance to legal counsel in responding to complaints and third-party proceedings, including Equal Employment Opportunity Commission (EEOC), DC Office of Human Rights, and National Labor Relations Board (NLRB) charges. Represent the University at conferences, hearings, etc. Stays informed of current regulatory requirements and changes in legislation and court decisions impacting employee relations at the University. Monitors relevant updates from regulatory agencies and collaborates with appropriate stakeholders to recommend changes to policies or processes as needed. Manages communication of potential employment litigation and/or risks to legal counsel and consults with the Office of General Counsel on labor relations matters as needed. Training and Facilitation – Researches, develops, designs, and presents training programs/sessions in all areas of employee and labor relations.
Performs other duties as assigned. The omission of specific duties does not preclude the supervisor from assigning duties that are logically related to the position.
Minimum Qualifications: | Qualified candidates will hold a Bachelor’s degree in an appropriate area of specialization plus 5 years of relevant professional experience, or, a Master’s degree or higher in a relevant area of study plus 3 years of relevant professional experience. Degree must be conferred by the start date of the position. Degree requirements may be substituted with an equivalent combination of education, training and experience.
Additional Required Licenses/Certifications/Posting Specific Minimum Qualifications:
Preferred Qualifications: | Extensive knowledge regarding employee and labor relations, the National Labor Relations Act, the National Labor Relations Board, and state and federal employment laws preferred. Working knowledge of Employment Retirement Income Security Act (ERISA) requirements preferred. Demonstrated experience with mediation and other dispute resolution systems and techniques preferred. Demonstrated ability to develop and maintain collaborative working relationships in a consulting environment.Excellent coaching skills regarding employee and labor relations. Ability to work independently with minimal supervision in a team-based environment. Demonstrated experience managing collective bargaining agreements. Strong interpersonal, verbal, and written communications skills. Have excellent presentation skills. Ability to handle confidential and sensitive matters. Ability to work evenings and weekends on occasion during contract negotiations or to engage with second or third shift employees as necessary.
Hiring Range | $80,927.47 - $133,477.48
GW Staff Approach to Pay | How is pay for new employees determined at GW?
Healthcare Benefits
GW offers a comprehensive benefit package that includes medical, dental, vision, life & disability insurance, time off & leave, retirement savings, tuition, well-being and various voluntary benefits. For program details and eligibility, please visit https://hr.gwu.edu/benefits-programs.
GW offers a comprehensive benefit package that includes medical, dental, vision, life & disability insurance, time off & leave, retirement savings, tuition, well-being and various voluntary benefits. For program details and eligibility, please visit https://hr.gwu.edu/benefits-programs.
II. JOB DETAILS
Campus Location: | Foggy Bottom, Washington, D.C.
College/School/Department: | Human Resource Management and Development (HRM&D)
Family | Human Resources
Sub-Family | EEO & Employee Relations
Stream | Individual Contributor
Level | Level 3
Full-Time/Part-Time: | Full-Time
Hours Per Week: | 40+
Work Schedule: | Monday-Friday 8am -5pm
Will this job require the employee to work on site? | Yes
Employee Onsite Status | Hybrid
Telework: | Yes
Required Background Check: | Criminal History Screening, Education/Degree/Certifications Verification, Social Security Number Trace, and Sex Offender Registry Search
Special Instructions to Applicants: | Employer will not sponsor for employment Visa status
Internal Applicants Only? | No
Posting Number: | S014000
Job Open Date: | 01/08/2026
Job Close Date: |
If temporary, grant funded, Sponsored Project funded or limited term appointment, position funded until: |
Background Screening | Successful Completion of a Background Screening will be required as a condition of hire.
EEO Statement: | The university is an Equal Employment Opportunity employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.
College/School/Department: | Human Resource Management and Development (HRM&D)
Family | Human Resources
Sub-Family | EEO & Employee Relations
Stream | Individual Contributor
Level | Level 3
Full-Time/Part-Time: | Full-Time
Hours Per Week: | 40+
Work Schedule: | Monday-Friday 8am -5pm
Will this job require the employee to work on site? | Yes
Employee Onsite Status | Hybrid
Telework: | Yes
Required Background Check: | Criminal History Screening, Education/Degree/Certifications Verification, Social Security Number Trace, and Sex Offender Registry Search
Special Instructions to Applicants: | Employer will not sponsor for employment Visa status
Internal Applicants Only? | No
Posting Number: | S014000
Job Open Date: | 01/08/2026
Job Close Date: |
If temporary, grant funded, Sponsored Project funded or limited term appointment, position funded until: |
Background Screening | Successful Completion of a Background Screening will be required as a condition of hire.
EEO Statement: | The university is an Equal Employment Opportunity employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.
Posting Specific Questions
Required fields are indicated with an asterisk (*).
- * Are you currently employed with The George Washington University?
- No
- Yes
- * For current GW employees, have you completed your Introductory Employment Period (IEP)? (As a reminder, employees in their IEP are not eligible to apply for other internal university staff and research positions until the IEP is complete.)
- Yes, IEP complete
- No, still in IEP
- N/a - not a current GW employee
- * What is your salary range expectation?
(Open Ended Question)
Documents needed to Apply
Required Documents
- Resume
- Cover Letter
Optional Documents
Human Resource
Management & Development
Management & Development
2013 H Street, NW, 3rd Floor
Washington, DC 20006
Phone: 202-994-8500
Fax: 202-994-9680
Email: askhrmd@gwu.edu
Recognition_Toolkit
Talent@GWLogin
Washington, DC 20006
Phone: 202-994-8500
Fax: 202-994-9680
Email: askhrmd@gwu.edu
Recognition_Toolkit
Talent@GWLogin
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