Director Labor Relations

Summary:

Under the general direction of the VP HR Business Partnerships and Labor Relations the Director Labor Relations is responsible for aligning Brown University Health*s business imperatives with the collective bargaining agreements to insure interpretation application and compliance with labor and regulatory laws. The position is the primary point of contact for senior leadership management and labor leadership. The Director Labor Relations partners with the VP HR Business Partnerships and Labor Relations Director of HR Business Partners HR peers and Centers of Excellence to create and execute engagement and labor relations strategies and provide integrated solutions to the business.

The Director Labor Relations will function as an internal consultant administer policies and contracts is responsible for leading a team of HR Business Partners and Employee and Labor Relations Specialists and manage budget accordingly.

Responsibilities:

Responsible for all aspects of labor relations to ensure compliance with collective bargaining agreements policies and procedures state and federal employment regulations. Evaluate grievances and local conflicts resulting from the labor agreements to determine if contractual violations have occurred and implement appropriate remedies to grieving parties. Ensure that labor relations plans are implemented as agreed with management to mitigate the potential negative impact of any issues on operations. Identify labor relations issues that may escalate beyond the local level. Establish and implement best practice strategies that promote employee engagement and team building that supports Company values and business goals.

Develop and implement proactive positive employee relations strategies including manager training with processes to identify locations with high risk for union organization and creating action plans for reducing that risk. Develop Labor Relations programs tools and resources incorporating best practices from operations to serve as resources for the field and support the creation of alignment consistency and accountability in the management of labor issues. Develop sustainable relationships with operations in order to facilitate effective dialogue to address and resolve issues and proactively implement effective workplace practices. Build relationships with key local labor organizations to create a positive platform to address issues as they arise and build future relationship equity by obtaining input on a proactive basis.

In partnership with VP HR Business Partnerships and Labor Relations and Director HR Business Partners and Employee and Labor Relations Specialists serves as influential people partner advising Senior Management and HR Business Partners on addressing a variety of complex employee and labor issues while effectively mitigating business and company risk. Provides counsel to contribute to the overall effectiveness of the health system. Monitor and analyze various human resource metrics and provide proactive consultation to address potential business issues.

Contribute to the overall business strategy and its execution by collaborating with senior business leaders and labor partners to identify prioritize and build organizational capabilities define and structure human capital talent and drive the implementation of value-added high quality human resources programs and priorities. Assesses leadership and organizational needs and delivers solutions to ensuring the attainment of optimal outcomes and sustained improvement in employee engagement.

Manage labor and employee relations function within the Affiliate(s). Counsel managers and employees as appropriate regarding the interpretation and application of the collective bargaining agreements policies and state and federal employment regulations as well as a broad range of human resources issues related to the union relationships.

Administer employee relations policy matters and labor relations contract matters including addressing grievances per the contract(s) handling various other labor relations or employee relations issues and ensuring proper documentation and communication for bargaining history and related purposes. Make recommendations insuring consistency and adherence to applicable standards and contract interpretation.

Participate in development of employee relations and labor relations strategy within the Affiliate(s). Directs the development of programs designed to enhance the representation of the interests of non-unionized employees in all conditions of employment. Designs and develops programs of effective interventions to prevent the need for third party representation of non-unionized employees and to promote recognition of the organization*s positive employee relations climate.

Working with the VP HR Business Partnerships and Labor Relations and Director HR Business Partners and Employee and Labor Relations Specialists for managing the outcomes to the lesser degree possible of litigation arbitration and other employment or contract disputes.

Oversee the administration and interpretation of both union and non-union contract and policy matters in conjunction with Human Resources leadership. Assesses and identifies potential organizational or operational changes likely to have significant effects on the organizational structure and/or culture.

Oversees Labor Management Forums for both unions promoting a collaborative and trusting environment with a focus on results driven initiatives raised by both hospital and union leadership.

Interviews hires orients assigns work to evaluates supervises and regularly communicates with and prepares performance standards and development plans for team members. Promotes teamwork and participates problem-solving and decision-making processes in the department.

Serves as a role model develop strategies that promote the provision of high levels of customer service. Change agent and champion for the rollout of company-wide talent -related management strategies and initiatives that support the success of the organization*s growth drives business results and reinforce a collaborative aligned and engaged culture.

Knowledge Skills and Abilities * Working knowledge and experience with of employment and labor laws including the National Labor Relations Act wage and hour anti-discrimination/harassment and other laws governing the workplace.

Apply effective leadership and teamwork.

Demonstrate broad technical expertise business and industry knowledge and process capabilities. Analytical ability to extract and manage computer data and mutual gains and negotiation skills.

Able to address grievances and to negotiate and administer collective bargaining agreements and HR policy. Able to conduct and consult on formal investigations related to internal and external complaints.

Skilled at finding creative solutions to issues and working with all levels of management and employees. - Ability to influence at multiple levels of the organization and drive prioritization of HR and Labor initiatives. - Takes initiative and minimizes situations from escalating.

Performs other duties as assigned.

Other information:

EDUCATION:

BS/BA Degree (preferably a degree in Human Resourc Management Nursing Behavioral Science or Business Administration or related). Additional formal training or certificate programs in contract negotiations and contract administration preferred. MBA Senior Professional in Human Resources (SPHR) preferred or an equivalent professional qualification.

EXPERIENCE:

Five Seven or more years of strong labor/employee relations background with preferred experience of either leading a labor and employee relations function or clinical departmen and overseeing staff and staff budget required. Responsible for leadership and experience in managing complex employee and labor relations issues and management of a full range of human resources programs and services in a large diverse and operationally complex organization required. Thorough knowledge of the State and Federal Laws and regulations as well as knowledge of labor law and regulatory compliance as it relates to collective bargaining rights. Demonstrated ability to develop and maintain effective relationships at all levels of the health system and the Hospitals including coaching and influencing senior leaders. Demonstrated success building and leading high performing teams. Strong HR and business acumen cultural awareness consultative skills customer service orientation functional human resources expertise and self-initiative.

Experience must demonstrate high level of interpersonal skills investigatory techniques along with demonstrated abilities to effectively manage teams and conflict in the workplace and independent ability to conceptualize develop and affect problem resolution. Utilize strong organizational and time management skills * Demonstrate resourcefulness take initiative and think outside the box to develop custom solutions develop creative solutions. * Demonstrate experience with complex and rapidly changing work environments. - Skilled Demonstrate strong critical thinking skills and sound judgement to effectively manage complex issues in managing and multiple priorities

WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS:

Work is performed in a typical hospital business office environment requiring walking sitting and standing.

SUPERVISORY RESPONSIBILITY:

Direct supervisory responsibility for up to 10 FTE*s

Brown University Health is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race color religion sex national origin age ethnicity sexual orientation ancestry genetics gender identity or expression disability protected veteran or marital status. Brown University Health is a VEVRAA Federal Contractor.

Location: Brown University Health Corporate Services USA:RI:Providence

Work Type: Full Time

Shift: Shift 1

Union: Non-Union