The RoleThe incumbent will support the organization by developing, promoting, implementing, managing and maintaining effective HR policies, programs, procedures, and practices. Provide day-to-day leadership and guidance regarding employment issues including but not limited to corrective action, arbitrations, mediations, grievance resolution, and other labor/employee relations functions. Supports mission to provide the highest quality care by complying with regulatory guidelines, meeting facility standards, and obtaining appropriate certification.|
- Develop and implement labor relations training program for management and supervisory staff.
- Review and update policies and procedures in accordance with applicable laws, regulations and collective bargaining agreements.
- Provide support management on the application of and consistent adherence to the specific rules and regulations of the employer, including safety and security policies, risk management, incident and occurrence reporting, infection control policies and procedures, and patient and customer service policies.
- Provide consulting assistance to management on the development and/or revision of policy/procedure, as well as provide support on the implementation and application.
- Serve as human resources management representative on various labor management committees as established by the collective bargaining agreement and/or management..
- Responsible for completing NYS DOL Unemployment Insurance documents, providing disciplinary documentation to vendor representing healthcare system and serving as liaison between vendor and management in scheduling representation at hearings as needed.
- Ensure that personnel policies and procedures are followed. Periodically review existing employment policies and HR forms. Develop and recommend new forms and policies to respond to emerging needs.
- Provide coaching to managers on the resolution of sensitive employee situations, including performance improvement, disciplinary actions and terminations.
- Manage administration of existing collective bargaining agreements, respond to Union requests for information, and advise management on labor-related issues, including the interpretation and enforcement of existing labor agreements. Establish effective professional relationships with union representatives and meet with union representatives as needed to conduct employer business.
- Respond to EEO complaints. Write position statements and mediate cases where possible. Attend fact-finding sessions as necessary.
- Provide support to management with regard to grievances; and to outside counsel for arbitrations and NLRB matters; to include the investigation of grievances, coordinate and preside over grievance hearings, draft grievance responses, and engage in grievance settlement negotiations and draft settlement agreements (under the supervision of legal counsel). Resolve and/or settle cases where possible. Attend arbitrations and/or trials. Serve as a liaison between management and labor.
- Serve as liaison to outside labor and employment counsel. Issue litigation hold notices in response to notices of labor or employment litigation. Supervise searches for documents responsive to subpoenas and document requests in labor or employment litigation.
- Establish and maintain positive relationships with patients, visitors, and other employees. Interact professionally, courteously, and appropriately with patients, visitors, and other employees. Behave in a manner consistent with maintaining and furthering a positive public perception of the employer and its employees.
- Contribute to and participate in the performance/ quality improvement activities of the department. Contribution and participation include data collection, analysis, implementation of and compliance with risk management and claims activities, support of and participation in the Continuous Quality Improvement teams.
- Responsible for labor activities of the management groups of entities within the Health System. Meet with and advise all supervisory staff on all labor matters. Represent the employer in the collective bargaining process.
- Prepare materials and conduct training for management on contract administration /managing in a union environment.
- Supervise and conduct workplace investigations, and providing training to others in workplace investigations. Maintain departmental records of investigations.
- Review employee complaints and ensure accurate and timely documentation of issues and facilitate actions to resolve them; escalate issues to senior HR staff as appropriate.
- Supervise management and HR personnel to ensure appropriate responses to employee requests for accommodation of disabilities and religious accommodations, and related requests including FMLA.
- Provide consistent hospital policy and union contract interpretations.
- Interpret collective bargaining agreements, company policies, and laws affecting employment. Guide managers in application of employment laws, hospital policies, and collective bargaining agreements.
The Ideal CandidateThe Director, Employee and Labor Relations should bring a mix of experience, talent, style and values that will enable them to succeed in a complex, diverse, environment and assist in maintaining its status as a leading healthcare provider. An ideal candidate will also bring the following professional experience and personal qualities to this important role:
- BS/ BA in Labor and Relations, Human Resources or a related field required; Juris Doctorate or Masters in Industrial/Labor Relations preferred.
- 8+ years of experience in the labor and employee relations field in a healthcare setting which includes a minimum of 5 years spent in a leadership role.
- Prior experience with 1199SEIU a must.
- Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) preferred.
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