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Open nowPosted 17 hours ago

Manager, Labor Relations and Partnerships

PCG141 open roles

Where
Austin, TX, USA
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Your applicationOpen nowManager, Labor Relations and PartnershipsPCG · Austin, TX, USA

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The clock on this job

Early applications get read.

14.0% of postings close within 7 days. Measured by our own scanner across the market. PCG postings stay open a median of 20 days.

Share of postings closed within
  1. 2.3%1 day
  2. 4.7%3 days
  3. 14.0%7 days
  4. 22.5%14 days
  5. 38.3%30 days
  6. 59.0%60 days
This job: posted 17 hours ago

PCG median: 20 days open

The posting

Job Description The Manager, Labor Relations and Partnerships strengthens PCI's relationships with organized labor to support craft workforce availability, operational success, and long-term business growth. With more than 200 collective bargaining agreements across multiple trades and markets, strong union partnerships are essential to PCI's competitive advantage. This role serves as a strategic resource to Operations across the enterprise, supporting union relationships, anticipating workforce challenges, and identifying labor relations risks and opportunities. Working under the direction of the Director of Labor Relations, the Manager provides support across regions and markets based on business priorities and organizational needs, while preserving local leadership's ownership of union relationships and negotiations. Key Responsibilities Union Relationships & Strategic Partnerships

Builds strategic partnerships that support workforce availability and business growth with local, regional, and international union leadership, positioning PCI as a preferred contractor and labor partner. Partner with and advise Operations leadership across the enterprise to strengthen union relationships, address emerging concerns, and identify opportunities for collaboration. Promote consistent labor relations practices across markets while respecting local business needs and autonomy.

Craft Workforce Strategy & Availability

Partner with Operations to anticipate craft labor needs, identify workforce constraints, and support labor availability for current and future projects. Prioritize labor relations support based on project criticality, backlog, business opportunities, and workforce risks, regardless of geographic location. Collaborate with Talent Strategy. Operations and union partners to strengthen workforce pipelines, recruitment efforts, and access to qualified craft labor.

Collective Bargaining & Agreement Strategy

Advise and support Operations on collective bargaining, agreement renewals, and negotiations while maintaining local ownership of bargaining decisions. Evaluate agreements across markets to identify risks, opportunities, and alignment with PCI's broader labor strategy. Proactively assess upcoming agreement expirations and provide recommendations regarding renewal, renegotiation, or withdrawal strategies. Partner with Legal and Operations leadership to support contractual compliance and mitigate agreement-related risks.

Business Partnership & Labor Risk Management

Serve as a strategic advisor and resource to Operations leadership on labor relations matters impacting business performance and growth. Monitor union relationship health, emerging labor issues, and market conditions to anticipate and mitigate operational risks. Provide targeted support in resolving labor concerns and share best practices and market intelligence across the enterprise. Provide strategic insights and recommendations to the Director of Labor Relations to support enterprise alignment and informed decision-making.

Key Working Relationships Internal: Director of Labor Relations, VP of Operations Programs, Regional Operations Leadership, Legal, HR, and Talent Strategy. External: Union locals, regional councils, international union representatives, and industry labor organizations.

Performance area

Potential measures

Union Relationship Strength

Strategic engagement with priority union leaders; relationship health assessments

Craft Workforce Availability

Identification and mitigation of labor shortages affecting priority projects

Proactive Risk Management

Percentage of priority agreements reviewed 6–12 months before expiration

Regional Business Partnership

Regional leadership feedback on responsiveness, expertise, and strategic value

Agreement Management

Compliance trends, preventable disputes, and agreement-related business risks

Enterprise Alignment

Adoption of consistent labor relations practices and sharing of market intelligence

Qualifications Required

8–10 years of experience in labor relations, union construction operations, workforce management, or a related field. Experience in union specialty construction or a multi-region construction environment. Demonstrated success building trusted relationships with union representatives and senior operations leadership. Strong understanding of collective bargaining agreements, union construction practices, and craft workforce dynamics. Ability to anticipate labor challenges, evaluate business impacts, and provide strategic recommendations. Strong communication, negotiation, relationship-building, and influencing skills. Ability to work across multiple regions and business units, balancing competing priorities and organizational needs. Willingness to travel as business needs require.

Preferred

Bachelor's degree in a related field or equivalent relevant experience. Experience in union specialty construction (i.e. painting and taping, insulation, carpentry, etc.) Experience supporting collective bargaining negotiations and craft workforce planning.

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