Baccalaureate degree in Human Resources, Business Administration, Industrial Relations, or related field
5 years progressive HR generalist/management experience in multiple HR disciplines including employee/labor relations
Master's degree in relevant field (preferred)
PHR or SPHR Certification (preferred)
Healthcare experience and experience with labor relations (preferred)
Responsibilities
Partner with business unit leaders to diagnose and resolve workplace issues
Serve as HR consultant for employee development, relations, and diversity initiatives
Provide day-to-day performance management guidance to leaders
Manage and resolve complex employee relations issues effectively
Ensure compliance with legal requirements in employee management
Consult on compensation and benefits programs with HR team
Analyze HR trends and metrics to develop policies and solutions
Benefits
Hybrid work model
Professional development opportunities
Supportive work culture focused on employee engagement
Collaborative team environment
Access to comprehensive HR resources and support
Full Job Description
JOB DETAILS
Department: HR Business Partners
FTE: 1.00 (80 hours per pay period)
Workdays: Monday - Friday
Shift(s): Days
Location: Hybrid
Purpose of this position: Actively partner with organizational business unit leaders to align organizational human resources strategies that will support the business needs and ultimately drive the best care and experience for patients and their families. Provide Human Resources (HR) services including employee and labor relations, performance management, employee engagement, conflict resolution, HR policy guidance and interpretation, business unit restructure, and workforce planning.
RESPONSIBILITIES
Partner with business unit leaders to improve organizational effectiveness by diagnosing issues in the workplace and identifying appropriate strategies to resolve problems, improve team performance and effectiveness, and development of people strategies that support the business needs
Serve as a resource/consultant to leaders and employees including employee development, employee relations, labor relations, diversity and inclusion, policy and procedure interpretation, performance evaluation, workforce development, recruitment and selection, succession planning and collaborates with other department team members to guide training and development, compensation, and benefits
Provide day to day performance management guidance to business unit leaders (coaching, counseling, career development, corrective action)
Manage and resolve complex employee relations issues by conducting effective, thorough, and objective investigations
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required
Successfully prioritize and resolve HR related issues to ensure consistent internal and external customer satisfaction
With other internal People and Culture (HR) team, consult on compensation and benefit programs, external market compensation surveys, and internal equity comparison studies. Ensure that programs are administered on a fair and equitable basis
Analyze trends and metrics in partnership with other internal People and Culture (HR) team to develop solutions, programs and policies
Provide guidance and interpretation of the collective bargaining agreements and grievance procedures for all labor unions, services on areas of negotiations, contract administration, and grievance management
Represents management on labor relations negotiating teams and participates in negotiations and the development of bargaining strategy including research, salary and benefit analysis
Provides subject matter expertise to functional and technical team members in the development of information system programs supporting existing and new contract language
Facilitate and scheduling of pre-discipline hearing, reconciliation, meet and confer and grievance meetings for non-union and union employees
Conduct research and assists with employee/labor projects and creating processes for standard work
Maintain an effective level of business literacy about the business unit's financial position, strategic plans, and culture
QUALIFICATIONS
Minimum Qualifications:
Baccalaureate degree in Human Resources, Business Administration, Industrial Relations, or related field
5 years progressive HR generalist/management experience in multiple HR disciplines including employee/labor relations
-OR-
An approved equivalent combination of education and experience
Preferred Qualifications:
Master's degree in relevant field
PHR or SPHR Certification
Healthcare experience
Experience with labor relations
Experience with PeopleSoft HR system
Knowledge/ Skills/ Abilities:
Knowledge of employment and labor law - federal and state statutes and regulations
Adept at problem solving and conflict resolution
Skilled in workplace assessment, investigation and intervention
Skilled in coaching and negotiation
Ability to manage multiple conflicting priorities
Flexible and available to interact with employees at all levels
Ability to work in complex organizations (matrix, multi-cultural)
Ability to build credibility, influence and negotiate at highest levels
Strong communication, interpersonal and collaboration skills in order to influence direction and impact decisions
Demonstrated knowledge and experience in Labor Relations
Self-directed and motivated
Ability to work well under pressure and flexible in adapting and responding to changing situations
Skilled in business acumen
Adaptable to changing priorities, tasks, and work schedules to meet customer service standards
Effective use of all Windows-based applications such as Word, Excel, and Power Point
