Director of Employment
4 weeks ago
Salary Range:
$(phone number removed)/Yr. to $(phone number removed)/Yr.
POSITION SUMMARY
Reporting to the Vice President of Talent Management, the Director, Employment and Labor Relations performs a wide variety of duties related to employment and labor relations related to union and non-union environments. This position partners with key stakeholders to strategically and tactically address employee relations matters and to effectively recruit and retain top talent. Creates a supportive environment that encourages collaborative management-employee relationships.
ESSENTIAL JOB FUNCTIONS & RESPONSIBILITIES
Every effort has been made to identify the essential functions of this position. However, it in no way states or implies that these are the only duties you will be required to perform. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or is an essential function of the position.
Understands and promotes Elizabeth Seton Children’s Mission, Vision, and Core Values to ensure application with organizational policies and procedures.
Effectively cultivates a positive employee relations environment by implementing and maintaining programs to facilitate a positive relationship with non-union employees and union represented employees in line with the organizational goals.
Plans, implements and supervises the employee relations program. Duties include contract administration; contract negotiations; grievance and arbitration issues; and employee relations concerns including, but not limited to, providing definitive direction, interpretative guidance and support leadership on multiple collective bargaining agreements; policy and procedure compliance; and adherence to local, state and federal laws governing employment practices.
Establishes policies and procedures for an effective Talent Acquisition program that insures hiring approvals are managed efficiently. Ensures recruitment activities are compliant with laws and regulations and offer a high level of satisfaction for both applicants and managers.
Provides leadership and direction for the HR team to develop and refine Human Resources policies and procedures. Helps direct strategies for overall team improvement.
Acts as mentor/coach in the talent acquisition, staffing, and talent management processes. Creates opportunities to build leadership capabilities and enhance internal talent.
Develops and supports tools and techniques for establishing collaborative management-employee teambuilding and problem solving.
Works collaboratively with managers in developing retention strategies for the organization and participates in deployment of retention initiatives as needed. Effectively participates in employee engagement activities that positively impact retention
Collaborates with organizational leaders for effectively planning and promoting succession planning tools that insure an ongoing pipeline of talent for organizational development.
Works closely with supervisors and managers to ensure the consistent and fair resolution of employee relations issues. Ensures all data available is reviewed prior to rendering a decision that is in the best interest of the employee and the company.
Coordinates investigations to ensure appropriate resolution of all employee issues and concerns. Works proactively with Managers to mitigate future issues.
Tracks complaints and grievances to ensure compliance with applicable procedural requirements.
Manages the grievance hearing process and represents the facility as requested.
Maintains work-related statistics and prepares monthly HR metrics for areas of responsibility that include, but are not limited to, turnover analysis, recruitment cost and strategies, performance management, and onboarding statistics.
Assist with the creation, updating, and implementation of HR policies, practices and processes
Contribute to a highly collaborative HR team on cross-functional projects and initiatives.
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishes personal networks; participating in professional societies.
Responds to Managers and employees in the interpretation of the provisions of the collective bargaining agreements affecting all employees. Provides advice to supervisors on counseling employees and evaluating potential disciplinary matters for employees
Familiar with and adheres to contractual requirements in conducting disciplinary investigations and completes investigations in a timely manner. Prepares Disciplinary Action Notice.
Prepare and coordinate labor/management committees.
Ensures the organization is in compliance with Federal and State laws and statutes.
Collaborates with various departments to evaluate and develop methods to retain and motivate employees.
Other related duties as may become necessary or as directed by your department director, and/or administrator.
Qualifications:
Bachelor’s degree, preferably in Business Administration, Human Resources Management, or related field of study. Master’s preferred
HR professional certification (PHR or SPHR) preferred.
Experience:
Minimum 5 years of experience specific to Talent Management with progressive responsibility, preferably in healthcare field.
Demonstrated ability to manage employee relations matters in a union environment.
Ability to evaluate and implement HR Programs and initiatives across multiple organizations with distinct cultures.
Demonstrated knowledge for the practical application of human resources protocols in a variety of HR areas, such as employee relations, performance management, engagement, recruitment, retention and employee coaching.
Experience creating strong partnerships with leaders and the ability to influence without authority.
Ability to communicate effectively and present to various levels of management
Ability to organize tasks/projects effectively and delegate as appropriate
Knowledge of Microsoft office suite; working knowledge of information systems related to talent acquisition.
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