Overview

Reporting to VP, TMLR & Employment Counsel, the Director, Labor Relations will develop, deliver, and maintain a business-focused labor relations strategy across the HMH network in order to maximize business results and maintain a productive work environment. The Dir, Labor Relations will lead a team of labor relations specialists responsible for providing advice and counsel to resolve labor relations issues (disciplines, complaints, grievances, and investigations), as well as proactive engagement activities (climate assessments, conflict and team dynamic resolution, etc.). The Dir, Labor Relations partner with management and local union leadership to maintain, enhance, and optimize credible union relationships in support of business goals. The Dir, Labor Relations ensures compliance with all federal, state and local laws, CBAs, HMH policies, and Joint Commission and other regulatory standards.

Responsibilities

A day in the life of a Director, Labor Relations at Hackensack Meridian Health includes:

• Develops, implements, and administers Labor Relations programs by interpreting the HMH policies, union Collective Bargaining Agreements (CBAs), and recommending corrective discipline and performance management.
• Serves as subject matter expert for the handling of all labor/management issues including Union grievances. Leads collective bargaining negotiations, often serving as spokesperson. Directs 3rd party negotiators and advisors, as necessary. Manage grievance/arbitration processes.
• Investigates and resolves employee or union complaints and grievances and coordinates the internal response and grievance procedure. Such investigations involve complaints and include recommendations for disciplinary actions as well as proactive activities (including climate assessments, conflict and team dynamic resolution, etc.).
• Partners with management and local union leadership to maintain, enhance, and optimize credible union relationships in support of business goals.
• Partners with the VP, TMLR in the development and/or management of budget for assigned areas. Regularly monitors relevant key financial indicators and performance metrics, modifying business activities where needed in response to changing financial situations.
• Ensures compliance with all federal and state laws, CBAs, HMH policies, as well as Joint Commission and other regulatory standards in assigned business units.
• Advises supervisory personnel on employment issues relating to discipline, FMLA, ADA, and discrimination.
• Manages the tracking of all collective bargaining agreements throughout the network.
• Provides general employment and labor guidance, risk mitigation and management services to handle, litigate, and resolve cases.
• Works with legal counsel to resolve complex labor issues.
• Designs and provides a wide array of training programs for managers, supervisors and staff. Works in collaboration with the Organizational Education Department, as needed. May include but not limited to:
  • Employment law in order to improve performance and mitigate legal risk.
  • How to resolve employee disputes, conduct investigations and discipline employees.
  • Performance management and human resource policies and procedures including discrimination policies.
  • Labor relations and discrimination.
  • A variety of topics, such as Counseling, Managing Employee Absenteeism, Peer Interviewing and Anti-Harassment, etc.
• Acts as spokesperson in all union matters including mediations and arbitrations if necessary.
• Develops and implements plans for positive TM relations and manages response to union organizing campaigns.
• Oversees in the recruitment, development, and supervision of TMs. Creates and sustains an environment that fosters TM engagement. Establishes clear objectives tied to department and/or organizational strategic goals. Coaches, counsels, and evaluates performance of direct reports.
• Other duties and/or projects as assigned.
• Adheres to HMH Organizational competencies and standards of behavior.

Qualifications

Education, Knowledge, Skills and Abilities Required:

• Bachelor's degree.
• Minimum of 12 years of progressive HR experience and thought leadership, with particular focus on labor relations.
• Minimum of 5 years in direct management role.
• Extensive labor experience, including negotiating contracts, union avoidance.
• Strategic thinker knowledgeable on best practices for a Labor Relations function.
• Relevant experience conducting formal investigations involving all levels of interaction and providing appropriate recommendations to senior business leaders.
• Excellent knowledge of all state and federal employment laws.
• Experience in conflict resolution methods, including facilitation and mediation of agreements.
• Excellent written and verbal communication skills.
• Proficient computer skills that may include but are not limited to Microsoft Office and/or Google Suite platforms.

Education, Knowledge, Skills and Abilities Preferred:

• Juris Doctorate (J.D.) or Master's degree in Labor Relations or equivalent
• Concentration/certification in HR, ER/LR
• Knowledge of PeopleSoft

Licenses and Certifications Preferred:

• HR certification.

If you feel that the above description speaks directly to your strengths and capabilities, then please apply today!   

Starting Minimum RateMinimum rate of $183,664.00 Annually