May 28, 2026For U.S. Positions: While subject to change based on business needs, Leidos reasonably anticipates that this job requisition will remain open for at least 3 days with an anticipated close date of no earlier than 3 days after the original posting date as listed above. If you received an email purporting to be from Leidos that asks for payment-related information or any other personal information (e.g., about you or your previous employer), and you are concerned about its legitimacy, please make us aware immediately by emailing us at LeidosCareersFraud@leidos.com.
At least 6 years of progressive Human Resources, labor relations, and employee relations experience, with significant hands-on experience supporting union-represented employees, including CBA administration, grievance management, and collective bargaining support; Working knowledge of U.S. labor and employment law, including protected concerted activity, direct dealing, unilateral change issues, and good-faith bargaining obligations; Experience advising operations leaders, managers, and supervisors on labor and employee relations issues in a 24/7, field-based, or operational environment; Ability to partner effectively with Legal and outside labor counsel on strategy, risk assessment, investigations, grievances, bargaining, and disputes; Strong judgment, discretion, and communication skills, with the ability to manage highly sensitive matters and maintain confidentiality; Strong analytical and problem-solving skills, including the ability to interpret HR data, identify trends, assess risk, and recommend practical business solutions; Deep understanding of HR best practices and organizational behavior, with the ability to manage several complex projects simultaneously under deadline pressure; Strong proficiency in Microsoft Office (Outlook, Excel, PowerPoint, Word) and HRIS (Workday); Ability to travel approximately 25% to facilities across the United States. Experience negotiating CBAs and working with skilled trades unions in multi-site environments; Experience in facilities management, data centers, critical infrastructure, utilities, manufacturing, logistics, engineering, maintenance, or another 24/7 operations environment; Experience building or formalizing a labor relations function, process, or governance model; Experience leading workplace investigations, performance management, corrective action, and positive employee relations strategy in non-union settings.
div>- At least 6 years of progressive Human Resources, labor relations, and employee relations experience, with significant hands-on experience supporting union-represented employees, including CBA administration, grievance management, and collective bargaining support;
- Working knowledge of U.S. labor and employment law, including protected concerted activity, direct dealing, unilateral change issues, and good-faith bargaining obligations;
- Experience advising operations leaders, managers, and supervisors on labor and employee relations issues in a 24/7, field-based, or operational environment;
- Ability to partner effectively with Legal and outside labor counsel on strategy, risk assessment, investigations, grievances, bargaining, and disputes;
- Strong judgment, discretion, and communication skills, with the ability to manage highly sensitive matters and maintain confidentiality;
- Strong analytical and problem-solving skills, including the ability to interpret HR data, identify trends, assess risk, and recommend practical business solutions;
- Deep understanding of HR best practices and organizational behavior, with the ability to manage several complex projects simultaneously under deadline pressure;
- Strong proficiency in Microsoft Office (Outlook, Excel, PowerPoint, Word) and HRIS (Workday);
- Ability to travel approximately 25% to facilities across the United States.
- Experience negotiating CBAs and working with skilled trades unions in multi-site environments;
- Experience in facilities management, data centers, critical infrastructure, utilities, manufacturing, logistics, engineering, maintenance, or another 24/7 operations environment;
- Experience building or formalizing a labor relations function, process, or governance model;
- Experience leading workplace investigations, performance management, corrective action, and positive employee relations strategy in non-union settings.
At least6years of progressive Human Resources, labor relations, and employee relations experience, with significant hands-on experience supporting union-represented employees, including CBA administration, grievance management, and collective bargaining support; + Working knowledge of U.S. labor and employment law, including protected concerted activity, direct dealing, unilateral change issues, and good-faith bargaining obligations; + Experience advising operations leaders, managers, and supervisors on labor and employee relations issues in a 24/7, field-based, or operational environment; + Ability to partner effectively with Legal and outside labor counsel on strategy, risk assessment, investigations, grievances, bargaining, and disputes; + Strong judgment, discretion, and communication skills, with the ability to managehighly sensitivematters andmaintainconfidentiality; + Strong analytical and problem-solving skills, including the ability to interpret HR data,identifytrends, assess risk, and recommend practical business solutions; + Deep understanding of HR best practices and organizational behavior, with the ability to manage several complex projects simultaneously under deadline pressure; + Strongproficiencyin Microsoft Office (Outlook, Excel, PowerPoint, Word) and HRIS (Workday); + Ability to travel approximately 25% to facilities across the United States. + Experience negotiating CBAs and working with skilled trades unions in multi-site environments; + Experience in facilities management, data centers, critical infrastructure, utilities, manufacturing,logistics, engineering, maintenance, or another 24/7 operations environment; + Experience building or formalizing a labor relations function, process, or governance model; + Experience leading workplace investigations, performance management, corrective action, and positive employee relations strategy in non-union settings.