Director, Union Engagement, Labor Management & Employee Relations (LMER)

Director, Union Engagement, Labor Management & Employee Relations (LMER) District of Columbia Public Schools•3.5 Washington, DC Job Details $115,320•$130,146 a year 15 hours ago Qualifications Contract dispute resolution ADA accessibility regulations Legal negotiation Labor dispute resolution Employee grievance management Team leadership Anti-discrimination law Writing skills Coaching Legal employment dispute resolution experience Title IX (Education Amendments of 1972) Harassment and discrimination prevention compliance Key Performance Indicators Bachelor's degree Decision making Section 504 of the Rehabilitation Act in education Equal Employment Opportunity (EEO)

Full Job Description Office:

Office of the

General Counsel Date Posted:

5/26/2026

Salary Range:

1-5 / $115,320•$130,146

NTE Date:

N/A Position Overview The Office of General Counsel (OGC) is responsible for providing expert advice of counsel and legal representation to DCPS' Chancellor, Central Office, principals, and other school-based staff to help ensure that all DCPS students, regardless of background or circumstance, receive a world-class education that prepares them for success in college, career, and life. Major practice areas in OGC include: General Practice, which includes FOIA, FERPA, policy and ethics, Labor and Employment, and Special Education due process litigation under the Individuals with Disabilities Education Improvement Act of 2004 (IDEA). Additionally, the office includes the Labor Management and Employee Relations (LMER) team and the Compliance division. The Labor Management & Employee Relations (LMER) work group is responsible for supporting DCPS on a wide range of employee relations matters, including but not limited to: ensuring compliance with EEO laws; facilitating the proper implementation of progressive discipline; assisting employees with workplace problems; collaborating with unions to resolve issues and address concerns; working with managers to ensure compliance with all laws, regulations, and policies; scheduling meditations and hearings to address grievances; investigating allegations of misconduct by employees, contractors, and volunteers; and conducting background investigations to determine suitability for DCPS employment and service providers. The Compliance division is made up of the Internal Audit, Special Education Compliance, Risk Management, and Comprehensive Alternative Resolution and Equity (CARE) teams. The Compliance division works closely with various federal and district agencies, including but not limited to the Department of Education, Office of the Inspector General, Office of the District of Columbia Auditor, Office of the State Superintendent of Education, Office of Human Rights, Office of the Chief Financial Officer, and Metropolitan Police Department on an as needed basis. The division receives concerns and complaints from students, parents, and third parties and provides effective and equitable resolution to issues raised, conducts internal audits of DCPS programs, and oversees the management of all audits of DCPS conducted by external entities. The division is also responsible for identifying and mitigating risks and working and collaborating to ensure safety. The Compliance team's mission is to work with all Schools and Central Services departments to ensure that operations and programming are compliant with applicable DCPS, District, and federal laws, regulations, and policies. The Office of the General Counsel (OGC) is organized into three distinct divisions: Legal Services (legal advice, representation, and litigation), Labor Management & Employee Relations (LMER) (labor relations and employee relations operations), and Compliance & Risk Management (workplace safety/OSHA‑HSEMA alignment, insurance and liability risk, audits and building risk structures, and the parent/student‑facing CARE Team). The Director, Union Engagement, Labor Management & Employee Relations leads an employee‑facing LMER portfolio team that executes contract administration, grievances, mediations and arbitration support, progressive discipline, adverse action preparation, and employee‑focused ADA and EEO duties and responsibilities. LMER is not public‑facing and does not conduct parent‑ or student‑facing investigations (which reside with the CARE Team in Compliance & Risk Management). The Director ensures consistent, timely, and defensible outcomes aligned to law, policy, collective bargaining agreements, and DCPS standards. The Director, Union Engagement, Labor Management & Employee Relations (LMER) will report to the Deputy Chief, Labor Management & Employee Relations (LMER). Essential Duties and Responsibilities The below statements are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing of all responsibilities, duties, and/or skills required. Other duties may be assigned. 1) Operational Leadership & Case Governance Lead an LMER team (specialists/analysts/coordinators) to deliver end‑to‑end case execution meeting SOPs, SLAs, and quality standards set by the Deputy Chief. Manage portfolio intake/triage; track cycle time, backlog, and outcomes; ensure accurate documentation and secure records management. Prepare case summaries and executive briefs; escalate high‑risk matters to the Deputy Chief and OGC Legal for legal sufficiency. 2) Labor Relations & Contract Administration Serve as the day‑to‑day contract administration lead for assigned unions, ensuring consistent interpretation and application of collective bargaining agreements. Represent DCPS at grievance meetings, mediations, and arbitrations for assigned matters; coordinate closely with the Deputy Chief on settlement authority and negotiation parameters. Provide data and analysis to inform collective bargaining strategy; support negotiations (costing, language proposals, implementation planning). 3) Employee Relations, Discipline, and Adverse Actions Advise managers on progressive discipline and due process; review evidence and recommend appropriate actions to ensure equitable, consistent outcomes. Draft and prepare adverse actions and related documentation; issue adverse actions under delegated authority from the Deputy Chief, consistent with DCPS policy and applicable law. Oversee Central Services employee complaints within the assigned portfolio; ensure timely resolution and clear stakeholder communication. 4) Investigations Oversight (Employee‑Focused) Set investigative plans, evidence standards, and report templates for team‑handled cases; perform quality assurance reviews and ensure on‑time closure. 5) People Leadership, Coaching, and Performance Correction Supervise LMER Specialists/Analysts/Coordinators; set goals, define KPIs (e.g., cycle time, settlement rate, case quality), and run a weekly operating rhythm (case reviews, backlog management, risk flags). Coach and correct performance promptly—deliver clear feedback, initiate performance improvement plans (PIPs) when warranted, reassign caseloads, and recommend personnel actions in alignment with HR guidance and the Deputy Chief's standards. Model professional conduct; drive cross‑team collaboration; reduce siloing; and maintain a high‑trust, accountable culture aligned to DCPS values. 6) Policy Implementation and Change Management Implement new or revised policies, SOPs, and contract provisions within the team; provide training and job aids; measure adoption and address barriers. Contribute practitioner feedback to policy development led by the Deputy Chief; identify opportunities to streamline processes and reduce risk. 7) Stakeholder Support and Communication Provide timely guidance to managers, school leaders, and Central Services teams; deliver written advisories that are clear, actionable, and aligned to DCPS policy and law. Prepare talking points, responses, and documentation for leadership briefings, labor‑management meetings, and hearings, as assigned. 8) Other Duties As Assigned Qualifications Bachelor's degree and five to seven years of related work experience, including at least five years of significant labor, EEO/ADA, including significant hands-on case management and dispute resolution. Master's degree preferred. Previous exposure to or experience in the education sector a plus. Juris Doctor (JD) degree preferred. Demonstrated expertise in collective bargaining agreement administration, grievance handling, mediation/arbitration support, progressive discipline, and adverse action preparation. Working knowledge of applicable laws and regulations, including Title VI, Title VII, ADA/ADAAA, Section 504, ADEA, Title IX, and the DC Human Rights Act. Proven ability to supervise and coach staff; establish KPIs; drive on-time, high-quality case outcomes; and correct performance issues swiftly and fairly. Strong fact-finding, data analysis, writing, and executive communication skills; ability to exercise sound judgment in high-emotion, high-visibility situations. DCPS Values

STUDENTS FIRST

: We recognize students as whole children and put their needs first in everything we do.

COURAGE :

We have the audacity to learn from our successes and failures, to try new things, and to lead the nation as a proof point of PK-12 success.

EQUITY :

We work proactively to eliminate opportunity gaps by interrupting institutional bias and investing in effective strategies to ensure every student succeeds.

EXCELLENCE

: We work with integrity and hold ourselves accountable for exemplary outcomes, service, and interactions.

TEAMWORK

: We recognize that our greatest asset is our collective vision and ability to work collaboratively and authentically.

JOY :

We enjoy our collective work and will enthusiastically celebrate our success and each other. We are an equal opportunity employer and are committed to creating an inclusive, accessible workplace. We welcome and encourage applications from individuals with disabilities. Accommodation and/or application assistance is available upon request at all stages of the application and employment process. To request accommodation, please contact .