Senior Labor Relations Partner

Position Purpose

The Senior Labor Relations Partner serves as the organization’s primary expert on labor relations, providing strategic and tactical guidance in a unionized, regulated utility environment. This individual contributor role leads labor relations activities, advises leaders on collective bargaining agreement interpretation and application, and partners closely with unions to support stable, respectful labor–management relationships. The role also provides flexible support across employee relations and employee experience initiatives, ensuring continuity and balanced expertise across the team.

Core Responsibilities

Note: This is not an all-inclusive listing.

- Serve as the primary labor relations advisor supporting a workforce with multiple collective bargaining agreements

- Lead day-to-day labor relations activities, including contract interpretation, grievance management, and labor–management meetings

- Provide guidance to leaders on discipline, performance management, and workplace issues within the context of labor agreements

- Support preparation and execution of collective bargaining activities in collaboration with HR leadership and legal counsel

- Monitor labor trends, arbitration outcomes, and contractual issues to identify risks and inform strategy

- Partner with Employee Relations to ensure consistency between labor agreements, employment policies, and management practices

- Provide employee relations support as needed, including investigations, conflict resolution, and policy interpretation

- Pinch hit on employee experience and engagement initiatives by advising on workforce sentiment, trust, and labor impacts

- Advise leaders on respectful labor–management practices and effective communication with represented employees

- Collaborate with Human Resources, Legal, Safety, and Operations to align labor strategies with organizational objectives

- Ensure labor relations practices comply with labor laws, collective bargaining agreements, and internal standards

Behavioral Competencies

Note: These are in addition to MGE’s Core Competencies.

- Manages Conflict – Effectively navigates high-risk, sensitive labor situations

- Judgment and Decision Making – Applies sound judgment in complex labor and employee matters

- Builds Effective Relationships – Establishes credibility and trust with union leaders and stakeholders

- Manages Complexity – Balances operational needs, labor agreements, and regulatory considerations

- Courage – Addresses difficult labor and employee issues with professionalism and confidence

- Communicates Effectively – Delivers clear, calm, and purposeful communication in challenging situations

Skills

- Labor Relations – Advanced; leads contract administration, grievance resolution, and labor–management interactions

- Collective Bargaining Agreement Interpretation – Advanced; applies contractual language accurately and consistently

- Employee Relations – Proficient; supports investigations, discipline, and conflict resolution when needed

- Stakeholder Influence & Advisory Skills – Advanced; advises leaders with confidence and credibility

- Regulatory & Legal Awareness – Proficient; understands labor law considerations in a regulated utility environment

- Employee Experience & Engagement Awareness – Proficient; assesses workforce sentiment and supports engagement efforts

Education

- Bachelor’s degree in Human Resources, Labor Relations, Business, or a related field

Experience

- 7–10 years of experience in labor relations or human resources, including significant experience working with unionized workforces and administering collective bargaining agreements

- Experience in a regulated or capital-intensive environment preferred

Work Location

- This hybrid role is based at our Madison, WI headquarters. While three days onsite is the minimum, team collaboration and business needs may require additional in-office presence.

Pre-employment will require satisfactory completion of a background check and drug screen.

We are an AA/EOE employer and consider all qualified candidates without regard to protected status.