Sr Manager Employee Labor Relations

2 months ago

Chicago, United States Howard Brown Health Full time

POSITION SUMMARY:

Reporting to the Chief Human Resources Officer (CHRO) and serving as a member of the HR organizations leadership team, the Sr. Manager, Employee & Labor Relations oversees and directs centralized Employee & Labor Relations functions for the Howard Brown Health organization. The Sr. Manager, Employee & Labor Relations supports positive and effective employee relations as well as serves as an employee and labor relations content expert. Leverages industry knowledge and best practices to promote the mission and vision of the HR department and Howard Brown Health as well as supports culture enhancement and management efforts.


PRINCIPLE DUTIES AND ACCOUNTABILITIES


General Operational Excellence (Employee & Labor Relations)

  1. In collaboration with the Chief Human Resources Officer, designs strategies focused on employee and labor relations supporting a healthy organizational culture
  2. Performs trend analysis and partnering with stakeholders to develop appropriate action planning to address areas of concern

Partners with Legal team, including General Counsel and/or directed outside counsel, to create action plans and prepare responses to agency claims (i.e., position statements), demands, litigation, and mediations for a fair outcome.

  1. Oversees the day to day work, work activity and work performance of the Employee & Labor Relations Center of Expertise and Employee & Labor Relations Specialists
  2. Maintains line of sight on industry activities and best practices toward continuous process improvement focused on employee and labor relations
  3. Reviews and evaluates application of policies and procedures ensuring consistency in delivery and administration as well as crafts policies focused on employee and labor relations practices where applicable
  4. Supports the design and development of business unit and departmental SOPs toward ensuring alignment to organizational policies, cross-departmental relevance and alignment with collective bargaining agreements
  5. Introduces, monitors and manages a sustainable record keeping and file maintenance approach to all employee and labor relations matters
  6. Ensures the drafting, finalization and memorialization of relevant and employee/labor relations process flows and maps for continuous improvements


Employee Relations

In collaboration with the L&D COE, designs, develops and facilitates various organization level training topics focused on promoting positive employee and labor relations

Train Business Partners on best practice(s) related to responding to localized employee relations matters and ensures consistency in communication and practice related to these

Supports Business Partners to effectively and proactively resolve employee relations issues and supports the crafting and delivery of disciplinary proceedings and other performance management processes for union and non-union staff

Oversees lifecycle employee harassment complaint inquiries, investigations documentation and reporting



Labor Relations

Administers the collective bargaining agreement

Oversees full-cycle and inclusive union negotiation preparation including proactively prepares for contract negotiations during active contract lifecycle

Oversees lifecycle grievance process

Identifies ways to continuously bridge the employee:manager relationship focused on a unionized workforce

Coordinates the construction and organization of management bargaining committee during labor contract negotiations and serves as management bargaining committee lead with placement a chaired-role during negotiations

Develops and maintains ongoing positive relationships with all levels of union officials

Responds to requests for information in a timely manner

Other duties as assigned and/or required


EDUCATION/EXPERIENCE:

Bachelor’s degree from an accredited institution of higher learning in Business Administration, Human Resources Management or related discipline required.

Minimum seven (7) years progressive Labor Relations and/or Employee Relations required. Experience in healthcare setting preferred. Experience as a member of the management bargaining committee and/or chaired-role in contract negotiations preferred.


CERTIFICATION/LICENSE:

Professional in Human Resources Certification preferred (PHR, SPHR).


KNOWLEDGE, SKILLS, ABILITIES (K/S/A)

Functional and proficient knowledge of and application of federal, state and county law

Ability to interpret policies and agreements

Strong research interest and acumen

Ability to collaborate effectively while possessing the ability to be self-directed, motivated and take initiative

Strong emotional intelligence and self awareness ability

Strong communication abilities including written, oral and listening

Ability to demonstrate an understanding and acceptance of equity, inclusion and diversity concepts, and that they are broader than just race, ethnicity, and gender

Ability to maintain highly confidential information

Ability to time manage effectively and delegate when appropriate


ADA SPECIFICATIONS

Requires ability to speak audibly and listen actively.

Requires ability to use computers, telephones and other office equipment.

Requires ability to sit for extended periods of time.

May require occasional bending and lifting up to 25 pounds.


OTHER JOB SPECIFICATIONS

40% local travel; available for regular travel to Howard Brown Health locations


EQUAL OPPORTUNITY STATEMENT:

Decisions and criteria governing the employment relationship with all employees at Howard Brown are made in a non-discriminatory manner, without regard to race, color, creed, religion, national origin, sex, marital status, pregnancy, disability, sexual orientation, gender identity, veteran status, age, FMLA status, or any other factor determined to be unlawful by federal, state or local statutes.


The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. Management reserves the right to modify, add, or remove duties and to assign other duties as necessary. In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.

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