Labor & Employee Relations Senior Advisor (5020)

About the role

We recommend using the following browsers to complete the application: Desktop: Google Chrome, Edge with Chromium
Mobile: Google Chrome, Safari

Responsibilities

• Serves as a senior consultant to executives, managers, and HR leadership on complex employee and labor relations matters; advises on progressive discipline, performance management, conflict resolution, and organizational risk mitigation; interprets and applies federal, state, and local employment laws, collective bargaining agreements, and internal policies; identifies systemic workplace issues and opportunities for improvement, and recommends proactive strategies to enhance engagement, retention, and compliance.
• Counsels staff regarding work performance; recommends and imposes discipline; establishes objectives and prepares performance evaluations; determines staffing requirements; manages staff to ensure that employees are complying with policies and industry and best practice labor and employee relations management standards when providing services on behalf of the Office of Human Resources; guides larger, cross-divisional teams outside of direct span of control; mentors and develops a team of managers and/or directors, managing work allocation, systems training, performance evaluations, and the building of an effective and efficient team dynamic; works with senior leadership to develop and implement corrective action plans resulting in required process changes and outcomes when aberrant trends are identified.
• Analyzes qualitative and quantitative workforce data to identify trends, risks, and opportunities for intervention; prepares executive-level reports and dashboards on employee relations metrics, grievance activity, disciplinary trends, and culture indicators; supports internal audits, compliance reviews, and accreditation processes.
• Designs and delivers training programs on workplace conduct, respectful workplace practices, performance management, and labor relations compliance; coaches managers and department leaders on effective communication, documentation, and conflict management strategies; contributes to leadership development initiatives focused on accountability and inclusive workplace practices.
• Conducts or oversees complex, high-risk investigations or issues involving discrimination, harassment, retaliation, misconduct, and policy violations; prepares detailed investigative reports, findings, and recommendations for corrective or preventive actions; ensures investigations are conducted in a timely, impartial, and legally compliant manner; maintains confidential case documentation and tracks trends to inform leadership decision-making.
• Serves as a key advisor during collective bargaining negotiations; prepares data analyses, costing models, and management proposals; interprets collective bargaining agreements and advises leadership on contract administration and grievance management; represents management in grievance hearings, mediations, and arbitration proceedings as assigned; builds and maintains productive working relationships with union representatives.

Requirements

• Bachelor’s degree in Human Resources, Labor Relations, Business Administration, Public Administration, or related field.
• 5+ years of progressively responsible experience in employee and/or labor relations in a public sector unionized environment.
• Demonstrated experience managing complex workplace investigations.

Qualifications

• Minimum Qualifications: Bachelor’s degree in Human Resources, Labor Relations, Business Administration, Public Administration, or related field. 5+ years of progressively responsible experience in employee and/or labor relations in a public sector unionized environment. Demonstrated experience managing complex workplace investigations.
• Preferred Qualifications: Master’s degree in Human Resources, Labor Relations, or related field. Professional certification (e.g., SHRM-SCP, SPHR, or labor relations certification). Experience representing management in arbitration or formal hearings. Experience in a unionized or public-sector environment. Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.

Skills and Abilities

• Knowledge above the rudimentary understanding of principles and procedures used in human resources (i.e. personnel recruitment, selection, training, compensation, benefits, labor relations and negotiation and personnel information systems).
• Strong knowledge of employment laws and regulatory compliance requirements.
• Strong/excellent communication (verbal and written) and interpersonal skills to effectively present information including writing and editing reports and other materials and to respond to requests for guidance and/or clarification.
• Ability to organize, analyze and interpret data and have strong attention to detail and a high level of accuracy.

Supplemental Information

If you require assistance, please contact the Office of Human Resources at hrrecruitment@siumed.edu or call 217-545-0223 Monday through Friday, 8:00am-4:30pm. The mission of Southern Illinois University School of Medicine is to optimize the health of the people of central and southern Illinois through education, patient care, research and service to the community. The SIU School of Medicine Annual Security Report is available online at https://www.siumed.edu/police-security. This report contains policy statements and crime statistics for Southern Illinois University School of Medicine in Springfield, IL. This report is published in compliance with Federal Law titled the "Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act."

Southern Illinois University School of Medicine is an Affirmative Action/Equal Opportunity employer who provides equal employment and educational opportunities for all qualified persons without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, protected veteran status or marital status in accordance with local, state and federal law. Pre-employment background screenings required.