Regional Manager, Colleague and Labor Relations (State of Michigan - Muskegon and Southeast Michigan) (Labor Focus) - HYBRID

Employment Type: Full time

About the Role

Accountable for leading, guiding, and directing the functional responsibilities within an area of assignment. Enable ministry-level or enterprise-wide functional strategy to address internal or external business and regulatory issues. Provide functional expertise and ensure fulfillment of performance and service standards. Responsible for consistent operating performance and achieving financial goals. Identifies, defines, and solves complex problems that impact the management and direction of the business. Collaborates with Services Areas, Regions, and Health Ministries to ensure consistency and integration of strategy and operations while maintaining awareness of new industry developments and standards. Provides decision support, operations, and/or optimization leadership focus.

Note: “patients” refers to patients, clients, residents, participants, customers, members.

Responsibilities

• Provide advice, guidance, and leadership to RHM and Region leaders in developing strategies and achieving performance goals.
• Enable collaboration across and within service areas, RHM, and Regions to ensure consistency and integration of strategy and operations.
• Lead standardization, systemness, and optimization of policy, process, and methodology, establishing a national community of practice.
• Oversee Vendor/Contract Labor Management including centralizing strategy and optimizing spend.
• Collaborate in system-wide strategy development and deployment of functional area priorities and initiatives.
• Support regional efforts to comply with functional area priorities.
• Accountable for the selection, evaluation, and overall success of the functional leadership teams.
• Serve as an organization-wide focal point for establishing functional strategies and governance over financials and staffing.
• Accountable for communication between service area, functional area, RHM, and Regions leaders.
• Responsible for measuring and reporting KPIs/metrics and value delivery.
• Provide advice, guidance, and leadership for the colleague life cycle.
• Maintain a working knowledge of applicable federal, state, and local laws/regulations, Trinity Health Integrity and Compliance Program, and Code of Conduct, as well as other policies, procedures, and guidelines.

Functional Role

• Supports the development, implementation, and standardization of system-wide colleague and labor relations strategy, policies, processes, and programs throughout the Regional Health Ministries (RHM).
• In partnership with Colleague and Labor Relations Center of Expertise (COE) leadership, Human Resources Business Partners (HRBPs), and ministry leadership, implements and manages day-to-day activities supporting colleague and labor relations strategic plans, policies, and procedures.
• Drives and implements colleague and labor relations strategy through systemic policy alignment and program management to support key stakeholders in cultivating positive colleague and labor relations.
• Works with COE leadership and HRBPs to provide local direction, operational management, and integration of long-term and short-term colleague and labor relations initiatives.
• Reports to COE Director and HRBP/CHRO for CR/CLR team metrics and projects for assigned Ministries.
• Manages CLR team members and daily work.
• Partners with Ministry HRBPs and CHROs on Ministry initiatives.
• Triages and assigns compliance cases.
• Audits compliance and employee relations entries into case management system.
• Ensures consistency of disciplinary outcomes.
• Responsible for assigned Departments and caseload for local Ministry.
• Participates in local Ministry Executive Team Meetings.
• Directs local Ministry Executive Team members and partners in sensitive employment transactions.
• Creates job flows and processes for local projects.
• Implements System Policies and procedures from Director of CLR.
• Coordinates with COE Peer Leaders within assigned Ministries.

Labor Functions

• Oversees the administration of Collective Bargaining Agreements (CBAs) in alignment with business operations.
• Manages negotiation preparation, contract negotiations including Memorandum/Letters of Understanding (MOU/LOU), and arbitration management.
• Directs Unfair Labor Practice (ULP) and National Labor Relations Board (NLRB) charges in conjunction with direction from Trinity Health Labor Strategy and outside counsel.
• Manages strike response planning and workforce continuity ensuring effective replacement strategy, mitigation plans, and resources.
• Facilitates Mutual Interest meetings to strengthen labor-management relationships, promote transparent communication, and proactively address issues before they escalate.
• Drives Effects Bargaining Meetings through negotiation between Trinity Health management and union leadership.
• Champions manager education regarding contract terms to ensure consistent application of the CBA.
• Collaborates with Labor Strategy Team to coordinate and participate in local response strategies and education training of union impact with unionization campaigns, layoffs, closure of locations, etc., for both leaders and colleagues.
• Oversees petition response and all aspects of the union election vote management in compliance with labor law.

Requirements

• Bachelor's degree in Human Resources Management, Business Administration, Labor and Industrial Relations, or a related field.
• Five (5) years of progressive colleague and labor relations experience, including collective bargaining and program development; or an equivalent combination of education and experience.
• Previous people management or team leadership experience is required.

Physical and Mental Requirements

Note – Frequencies need to be changed in relation to the standard functional role.

• Exposure to conditions which may be considered unpleasant to sight, touch, sound, and/or smell.
• Occasional exposure to fumes, odors, dusts, mists, and gases, biohazards/hazards (mechanical, electrical, burns, chemicals, radiation, sharp objects, etc.).
• Occasional exposure to or subject to noise, infectious waste, diseases, and conditions.
• Occasional exposure to interruptions, shifting priorities, and stressful situations.
• Frequent ability to follow tasks through to completion, understand and relate to complex ideas/concepts, remember multiple tasks and regimens over long periods of time, and work on concurrent tasks/projects.
• Frequent ability to read small print, hear sounds and voice/speech patterns, give/receive instructions and other verbal communications (in-person and/or over the phone/computer/device/equipment assigned) with some background noise.
• Frequent ability to perform manual dexterity activities and/or grasping/handling.
• Frequent ability to climb, kneel, crouch, and/or operate foot controls.
• Occasional use of a computer/other technology.
• Frequent sitting with the ability to vary/adjust physical position or activity.
• Frequent ability to maintain a safe working environment and use available personal protective equipment (PPE).
• Continuous compliance with Trinity Health’s Code of Conduct, policies, procedures, and guidelines.
• Continuous ability to provide assistance in the event of an emergency.
• Frequent performance of activities that require standing/walking with the ability to vary/adjust physical position or activity.
• Occasional lifting of a maximum of 30 pounds unassisted.
• Occasional use of upper and lower extremities, engaging in bending/stooping/reaching and pushing/pulling.
• Continuous work indoors (subject to travel requirements) under temperature-controlled and well-lit conditions.
• Continuous encounter of worksites (e.g., patient homes) or travel to worksites that may have variable internal and external environmental conditions.
• Occasional performance of work that involves physical efforts (e.g., transporting, moving, positioning, and/or ambulating patients).
• Frequent performance of activities that require standing/walking with the ability to vary/adjust physical position or activity.
• Occasional lifting of a maximum of 30 pounds unassisted.
• Occasional experience of long periods of walking/standing/stooping/bending/pulling and/or pushing.
• Occasional encounter of a clinical/patient-facing/hands-on interactive work environment.
• Occasional work outdoors with variable external environmental conditions.

Average Workday Activity: Occasional - O (1% - 33%), Frequent - F (34% - 66%), Continuous - C (67% - 100%)