HR Generalist Labor and Employee Relations

The Walker Art Center empowers people to experience the transformative possibilities of the art and ideas of our time and to imagine the world in new ways. In our over 125-year history, we have become one of the most celebrated art museums in the country and we are known for our innovative presentations and acclaimed collections of contemporary art across the spectrum of the visual, performing, and media arts.

The Human Resources Generalist, Employee & Labor Relations serves as a key member of the Human Resources team and is responsible for supporting the full employee lifecycle with a strong emphasis on employee relations and labor relations. This role provides day-to-day HR partnership to managers and staff across the institution, helping to foster a workplace culture that is collaborative, respectful, compliant, and aligned with the institutional values and operational needs.

This position plays a central role in administering and managing labor relations for two collective bargaining agreements and serves as a primary point of contact for routine contract administration, grievance management, employee concerns, workplace coaching, investigations, and labor-management communication. In addition, the role supports full-cycle HR generalist work including recruitment, onboarding, performance support, policy interpretation, employee engagement, and day-to-day people operations.

The ideal candidate brings strong judgment, sound employee relations experience, an ability to navigate unionized environments with professionalism and consistency, and the interpersonal skills to build trust across a diverse workforce.

• Employee Relations
  • Serve as a primary HR resource to employees and managers on employee relations matters, workplace concerns, policy interpretation, performance issues, conduct concerns, attendance, and conflict resolution.
  • Provide coaching and guidance to managers on employee communication, documentation, corrective action, performance management, and issue resolution.
  • Conduct prompt, thorough, and fair workplace investigations into employee concerns, complaints, and policy violations.
  • Partner with leadership to support a positive employee experience and help ensure consistent application of policies, practices, and expectations.
  • Advise on sensitive employee matters with discretion, sound judgment, and a high degree of professionalism.
  • Track employee relations trends and recommend proactive solutions, training, or process improvements.
• Labor Relations
  • Manage day-to-day labor relations and contract administration for the Walker’s two bargaining units.
  • Interpret collective bargaining agreements and advise managers on contract application, obligations, and compliance.
  • Serve as the primary HR lead for routine labor-management matters, including grievances, investigatory meetings, disciplinary processes, and contract questions.
  • Prepare grievance responses, maintain grievance documentation, track timelines, and support resolution efforts.
  • Build and maintain constructive working relationships with union representatives and stewards.
  • Support labor-management meetings, documentation, follow‑up, and issue resolution.
  • Partner with HR leadership on bargaining preparation, contract implementation, and labor strategy as needed.
  • Help ensure that workplace practices, scheduling approaches, and management decisions are aligned with collective bargaining obligations.
• Recruitment, Hiring, and Onboarding
  • Lead full‑cycle recruitment for assigned positions, including job postings, candidate screening, interview coordination, manager support, offer preparation, and hiring communications.
  • Partner with hiring managers to develop clear and effective job descriptions and hiring plans.
  • Support equitable and inclusive hiring practices aligned with institutional values and employment standards.
  • Coordinate and facilitate onboarding for new employees, ensuring a strong transition into the organization.
  • Partner with managers to support successful orientation, initial training, and early employment integration.
• HR Operations and Generalist Support
  • Respond to day‑to‑day HR questions from staff and managers…