Labor Relations Director directs and oversees a company's labor relations programs, policies, and procedures. Establishes and maintains satisfactory labor-management relations, interprets the collective bargaining agreements, administers grievance procedures including arbitrations, and assists all levels of management on labor matters. Being a Labor Relations Director requires a bachelor's degree in a related area. Demonstrates expertise in a variety of the field's concepts, practices, and procedures. Additionally, Labor Relations Director typically reports to top management. The Labor Relations Director manages a departmental sub-function within a broader departmental function. Creates functional strategies and specific objectives for the sub-function and develops budgets/policies/procedures to support the functional infrastructure. Deep knowledge of the managed sub-function and solid knowledge of the overall departmental function. To be a Labor Relations Director typically requires 5+ years of managerial experience. (Copyright 2024 Salary.com)
To be part of our organization, every employee should understand and share in the YNHHS Vision, support our Mission, and live our Values. These values-integrity, patient-centered, respect, accountability, and compassion - must guide what we do, as individuals and professionals, every day.
SUMMARY
The Sr. Labor Relations Consultant provides advanced labor relations expertise and/or represents YNHHS's interests on matters covered by YNHHS's policies, procedures, guidelines, and practices, collective bargaining agreements, and applicable labor and employment laws/regulations. Maintains a high level of confidentiality regarding all elements and interactions of the workplace. Individual is responsible for preparing and conducting labor relations investigations and drafts responses to a variety of issues brought to the Employee & Labor Relations team. Assists in the development and application of labor relations strategies, policies, and practices. Ensures that grievances and other personnel matters are investigated and resolved appropriately. May serve as grievance hearing officer. Researches and prepares background information for collective bargaining negotiations. Works with colleagues to identify and create innovative solutions to solve and prevent problems. Develops and maintains departmental databases, generating reports and utilizing data to make recommendations.
EEO/AA/Disability/Veteran.
Hearings/Negotiations/Contract Administration
Investigations
Relationship
Information Collection and Analytics
Compliance and Training
EDUCATION
Graduate degree in either human resource management, business, healthcare administration, law, or a similar program with an analytic focus or related field.
EXPERIENCE
7 years in Labor/Employee relations, practicing labor law or handling labor relations in a large /complex/multi-site environment. Knowledge of employment/labor laws, regulations, case law and their application. Previous experience in a healthcare environment preferred. Specialized experience in handling grievances , negotiations, employment, employee relations, and employment law preferred.
SPECIAL SKILLS: Strong knowledge of HR laws and regulations. Excellent relationship management as well as project management skills. Excellent communicator, high levels of emotional intelligence, able to provide specific guidance to clients while maintaining an environment of collaboration and partnership. Highly collaborative, able to build strong relationships with HR colleagues to drive results to the clients and HR. Ability to influence employees /leaders at all levels to drive outcomes. Critical thinking and creative problem solving. Demonstrated ability to manage multiple and sometimes competing priorities. Proven team player with excellent interpersonal communication and organizational skills. Strong analytical skills and experience with data analysis, metrics, and reporting. Strong ability to deal with ambiguity and lead others during periods of intense change. General principles, practices, and trends of labor-management relations. Traditional and interest-based bargaining practices, techniques and methods. Research, analysis and investigation techniques and methods. Grievance handling. Research methods and data analysis techniques. Employee relations principles and practices. Mediation techniques. Project management techniques. Training and staff development techniques and methods. Elements of effective performance management. Oral and written communication skills. Customer service principles. Interpersonal skills using tact , patience and courtesy.
ACCOUNTABILITY
In personal and job-related decisions and actions, consistently demonstrates the values of integrity (doing the right thing), patient-centered (putting patients and families first), respect (valuing all people and embracing all differences), accountability (being responsible and taking action), and compassion (being empathetic).