Regional Manager, Collegue and Labor Relations

About the role

Accountable for leading, guiding and directing functional responsibilities within an area of assignment. Enables ministry-level or enterprise-wide functional strategy to address internal or external business and regulatory issues. Provides functional expertise and ensures 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 service 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.

Essential Functions

Our Trinity Health Culture:

• Knows, understands, incorporates and demonstrates our Trinity Health Mission, Values, Vision, Actions and Promise in behaviors, practices and decisions.

Leadership

• Providing advice, guidance and leadership to RHM and region leaders in developing strategies and in the achievement of performance goals.
• Enable collaboration across and within service area, RHM and regions to ensure consistency and integration of strategy and operations.

Direction & Growth

• Providing advice, guidance and leadership to service area, functional area, RHM and regions.
• Leading standardization/systemness and optimization of policy, process, methodology, establishing a national community of practice.
• Oversee vendor/contract labor management including centralizing strategy and optimizing spend.

Strategic Support & Accountability

• Collaborates in system-wide strategy development and deployment of functional area priorities and initiatives.
• Responsible for supporting regional efforts to comply with functional area priorities.
• Accountable for the selection, evaluation and overall success of the functional leadership teams.
• 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 leader.

Operational Delivery

• Responsible for measuring and reporting KPIs/metrics and value delivery.
• Providing advice, guidance and leadership for the colleague life cycle.
• Maintains a working knowledge of applicable federal, state and local laws/regulations, Trinity Health Integrity & Compliance Program and Code of Conduct, as well as other policies, procedures and guidelines in order to ensure adherence in a manner that reflects honest, ethical and professional behavior and safe work practices.

Functional Role (not inclusive of titles or advancement career progression)

• 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 & Labor Relations Center of Expertise (COE) leadership, Human Resources Business Partners (HRBPs) and ministry leadership, implements and manages the day-to-day activities supporting colleague and labor relations strategic plans, policies and procedures to achieve Trinity Health’s Strategic Aims to realize a person-centered, mission-focused colleague culture.
• Locally drives and implements the colleague and labor relations strategy through systemic policy alignment and program management to support key stakeholders to proactively cultivate positive colleague and labor relations throughout the RHM, in addition to performing and fulfilling essential colleague relations activities and accountabilities.
• Works in conjunction with Colleague & Labor Relations COE leadership and HRBPs to provide local direction, operational management and integration of long-term and short-term colleague and labor relations initiatives.

Reporting to COE Director & HRBP/CHRO

• CR/CLR team metrics and projects for assigned ministries.
• Management of CLR team members and daily work.
• Partners with ministry HRBPs and CHROs on ministry initiatives.
• Triage and assignment of 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.

Minimum Qualifications

• Bachelor’s degree in Human Resources Management, Business Administration, Labor & 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 & Mental Requirements & Working Conditions

• Exposure: Occasional exposure to conditions which may be considered unpleasant to sight, touch, sound and/or smell; fumes, odors, dusts, mists and gases; biohazards/hazards (mechanical, electrical, burns, chemicals, radiation, sharp objects, etc.); noise, infectious waste, diseases and conditions; interruptions, shifting priorities and stressful situations.
• Cognitive/Communication: 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; read small print; hear sounds and voice/speech patterns; give/receive instructions and other verbal communications (in-person and/or over phone/computer/device/equipment assigned) with some background noise; perform manual dexterity activities and/or grasping/handling.
• Physical Activity: Frequent ability to climb, kneel, crouch and/or operate foot controls; sit with the ability to vary/adjust physical position or activity; maintain a safe working environment and use available personal protective equipment (PPE).
• Technology Use: Occasional use of a computer/other technology.
• Environmental Conditions: Continuous compliance with Trinity Health’s Code of Conduct, policies, procedures and guidelines; ability to provide assistance in the event of an emergency.
• Healthcare Services Context: Occasional direct healthcare services may require standing/walking; lifting up to 30 pounds unassisted; use of upper and lower extremities, bending/stooping/reaching and pushing/pulling; travel to variable worksites (e.g., patient homes) with variable internal and external environmental conditions; physical efforts such as transporting, moving, positioning and/or ambulating patients.
• Indirect/Support Services Context: Occasional exposure to clinical/patient-facing environments; long periods of walking/standing/stooping/bending/pulling/pushing; work outdoors with variable external environmental conditions.

Frequency scale: Occasional (1%–33%), Frequent (34%–66%), Continuous (67%–100%)