Labor Relations Manager

Responsibilities

• Administers and manages the administration of labor contracts
• Provides interpretation of labor contracts to managers, employees and HR staff
• Oversights processes for review and resolution of employee grievances
• Advises managers and employees on sensitive labor relations matters, including grievance and arbitration procedures, performance issues and disciplinary actions
• Serves as a member of the Hospital’s negotiation team in contract negotiations with recognized employee organizations
• Maintains current knowledge of employee and labor relations trends, legal decisions, and statutory changes; conducts research necessary to support contract negotiations and employee relations
• Uses appropriate negotiation strategies to develop bargaining goals and negotiate contracts consistent with the Hospital’s mission, values and goals
• Provides contract interpretation to management and staff for investigation and advice on a full range of employee relations matters including informal and formal grievances, development of performance management plans, disciplinary issues, employee assistance referrals, and reduction in force issues
• Facilitates on-going communication and working relationships with employee representative organizations
• Provides information, advice and assistance to Human Resources department managers and staff regarding application of statutes, regulations, contracts and employee relations practices relating to their functional areas
• Develops and recommends to the Director of Human Resources policies and procedures concerning employee relations and personnel practices
• Manages the process to investigate and respond to complaints from the National Labor Relations Board
• Participates in the development and delivery of management training programs designed to advance the human resources skills of the lead
• Performs other related duties as assigned

Requirements

• Education: Bachelor’s degree in business administration, Human Resources or related field. Relevant experience may substitute for the degree requirement on a year-for-year basis.
• Experience: Five years progressively responsible, professional experience in collective bargaining and labor relations activities, including two years of supervisory experience

Knowledge and Skills

• Knowledge of: Principles and practices of employee and labor relations, collective bargaining and employment laws. Human Resources theories, practices and techniques. Supervisory principles. Program development and administration principles and practices.
• Skills: In practical application of collective bargaining and employment laws. Effective written and oral communications, listening, presentation, group facilitation; influencing and negotiations. Application of processes for influencing performance management. Effective use of mediation and conflict resolution techniques. Computerized systems for word processing, spreadsheet applications and database to retrieve and analyze data and/or create reports. Coordinating activities with other internal departments and/or external agencies. Effective project and time management.

Qualifications

• Ability: To reconcile labor relations issues in the context of both existing labor agreements and desired future states of labor and employee relations. Work with diverse academic, cultural and ethnic backgrounds of staff and leaders. Manage multiple complex projects concurrently.