HR Senior Director, Employee and Labor Relations

Senior Director, Employee And Labor RelationsAt Sevita, we believe that everyone deserves to live well. For over 50 years, our team members have provided home and community-based healthcare for adults, children, and their families across the United States. Our exceptional team provides innovative, high-quality services and support that drive growth and create new opportunities for both the individuals we serve and our employees.The Senior Director, Employee And Labor Relations oversees labor relations functions within a business unit, including: preventative strategies, positive union relationships, and ensuring compliance with labor laws and regulations. Additionally, as the leader responsible for supporting performance management, conducting investigations, and approving separations, the role plays a unique and essential part in leading a positive employee experience and culture that aligns with Sevita's vision, mission, and values. Leads all aspects of the business unit's relationship with labor unions including overseeing and managing contract negotiations/ administration/content of collective bargaining agreements, grievance resolution, and fostering positive relations with labor unions. Plans, develops, and directs programs that align with a culture of engagement, respect, and inclusion, as well as activities that support business goals and objectives. Serves as an advisor to leadership on complex labor and employee relations situations and brings those to a positive resolution, while maintaining productive working relations across the operating group. Is a senior leader on the business unit's HR leadership team, and is responsible for aligning the functional areas of their role with overall HR operational strategy within the business unit and Enterprise.To perform this job successfully, an individual must be able to perform each essential function listed below satisfactorily:Provides direction, guidance and support to create a positive work environment and employee experience, aligned to our vision, mission and values.Ensures team is providing efficient support to business operations to ensure positive and engaging workplace; coaches team to resolve employee conflict quickly and considerate of precedent.Provides advice and coaching for People Leaders on the most effective ways of addressing employee issues.Actively partners with the Region and Division HRBPs to support business initiatives; strong solution orientation while considering both the business and employee impact/experience in daily activities.Develops a high performing team; assesses performance and potential of direct reports and builds development plans to support growth; nurtures talent and develops bench for future responsibilities.Provides guidance to the Human Resources team and business People Leaders regarding the administration and interpretation of collective bargaining agreements; ensures compliance with their terms and conditions throughout their business unit.Serves as labor relations subject matter expert and provides advice and counsel across group to address and resolve complex labor relations matters in a timely manner.Independently determines need for, and creates and proactively deploys, preventative strategies in workplace.Develops negotiating strategies, prepares proposals, collaborates with Legal, HR, and Operations and ensures final CBA language aligns with company mission and goals; leader will drive for parity to non-affiliated workforce as contracts expire and are renegotiated.Bargains on behalf of the Company during contract negotiations. The leader will also develop this skill in direct reports, preparing "back-up" as well as skill development for future responsibilities.Develops and implements labor relations training strategies to ensure managers and supervisors have confidence, providing guidance on labor relations issues, contract administration and effectively managing relations with unions.As a Senior HR Leader, this role requires a leader that acts with high degree of integrity in both words and actions. MUST be comfortable working in the grey, but able to solution and decision action items quickly. Leader is expected to teach navigating ambiguity and weighing risk/reward with their direct reports and role model to People Managers.Works well independently and as part of a team. Can engage leaders and teams while working in a remote, virtual work environment.Self-starter mentality is important in a highly complex, regulated business. The leader is expected to take initiative and build relationships to create a network of support to understand the business regulations, environment and ways of working.Maintains and monitors compliance with relevant labor laws and regulations.Reviews and analyzes large data sets (40k+ employees) to identify trends and insights; including exit survey results/termination reasons, turnover statistics and compliance metrics; leverages learnings, supported by data, to provide recommendations to senior management. Prepares influential, factual reports and presentations as needed.Ability to present material as well as excellent verbal and written communication skills; able to present data with a narrative and deliver content in a compelling manner that inspires action; frequent interaction with Senior and C-Level leaders; able to flex style to audience.Develops and executes strategic plans and initiatives. Identifies employee impact of these plans and cost when weighing and recommending innovative programs and solutions.Collaborates with the Center of Excellence leadership (Total Rewards, Talent Management, etc.) to ensure that matters specific to bargaining unit employees are clearly understood and taken into consideration when Labor Relations considerations are made.Partners with HRBPs to maintain current knowledge of problems areas with morale or organizational effectiveness throughout their area and the total business unit.EQ savvy, comfortable with coaching various levels of leadership on performance; teaches others how to develop thoughtful performance improvement plans and corrective action plans.Performs other related duties and activities as required.Directs and supervises assigned staff including performance evaluations, scheduling, orientation, and training. Guides decision on employee hires, transfers, promotions, salary changes, discipline, terminations, and similar actions. Resolves employee problems within position responsibilities.Minimum Knowledge and Skills Required for the Job:Education and Experience: Bachelor's degree required. Master's degree in Human Resources, Labor Relations, Business Administration or related field or Juris Doctor preferred. Minimum of 10 years of combined HR, employee relations and labor relations experience to include: union contract negotiations, handling grievances, investigations, preventative labor strategies, separation approvals, and employment law. The majority of the 10+ years should be dedicated to the employee and labor relations functions.Five years of experience leading Manager-level direct reports (leading Director-level direct reports strongly preferred).Experience with large scale, distributed, entry-level/low-wage workforce is strongly preferred.Must have experience with California labor laws; experience with unions in California strongly preferred.Certificates, Licenses, and Registrations:SPHR or SHRM-SCP preferredOther Skills and Abilities:Strong presentation and communication skills both verbal and writtenDemonstrated organization skills and ability to meet deadlinesResource management skills, particularly in a matrix environment helpfulCollaborative and relationship-oriented leadership styleAbility to navigate ambiguity and coach team on same.Strong computer skills required, in particular MS Office Suite: Outlook, Word, PowerPoint, Excel. Use of electronic case management systems (i.e. OnSpring) and data analytics tools (PowerBI, Tableau, etc.) highly preferred.Ability to build relationships and achieve results through indirect reports, peers and other business partners.Other Requirements:Domestic travel, based on business needs; for example: travel to negotiate collective bargaining agreements, to understand the various level of a culture of engagement in workplaces across 40 states, attend business/HR/ER leadership meetings. To maximize productivity and due to expanse of business units, air travel is required.Physical Requirements:Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.Americans With Disabilities Act Statement:External and internal applicants, as well as position incumbents who become disabled, must be able to perform the essential job functions either unaided or with assistance of a reasonable accommodation to be determined on a case by case basis via the interactive process.EEO Statement:Sevita is committed to providing equal opportunities to all employees and applicants for employment. We are committed to creating an inclusive and diverse workplace that values and respects the unique talents, experiences, and perspectives of our employees and the people we serve. As an equal opportunity employer, we do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, pregnancy, gender identity or any other characteristic protected by law.