Senior Manager of Employee Relations

POSITION SUMMARY:

The Senior Manager Employee and Labor Relations is responsible for managing a range of activities related to employee and labor relations activities. Administers and interprets various labor agreements, administers grievance procedures; provides labor relations support during contract negotiations and oversees the labor arbitration process. Serves as Hospital's representative with Labor Unions and will serve as point of contact for designated Unions and act as Hospital's representative in dealing with labor unions. Designs, plans, and implements the hospital's employee relations programs, policies, and procedures. Maintains good communication and positive relationships with employees and labor representatives to foster constructive labor relations. Serves as a leader in centers of excellence involving workers compensation and other leave of absence issues and within the management of compliance issues.

Position: Senior Manager of Employee Relations

Department: Labor Relations

Schedule: Full Time

ESSENTIAL RESPONSIBILITIES / DUTIES:

• Builds and maintains working relationships with management staff, employees and labor representatives hospital-wide. Utilizes data collection and analysis for negotiation and policy-making, along with knowledge of labor law and collective bargaining procedures to maintain the organization's positive relationships with its employees.
• Administers and interprets various labor agreements, administers grievance procedures; provides labor relations support during contract negotiations and arbitration process.
• Acts as a liaison between department managers and union representatives.
• Serves as a lead in resolving complex workplace issues involving compliance issues, leave of absence issue and employee relations investigations.
• Provides advice and counsel to managers and supervisors regarding personnel practices, policy and employment laws.
• Responsible for proactively developing and implementing policies, programs and procedures that will improve Employee Relations. Ensures that the employee handbook reflects current policy and that policies are easily accessible to employees.
• Responds to inquiries from employees, managers and/or other parties (e.g. leave eligibility, payroll issues, etc.) for the purpose of resolving issues, facilitating communication, and/or providing information or direction.
• Conducts investigations regarding complaints of wrong doing; collaborates with Labor Attorneys to determine appropriate resolutions to investigations.
• Participates in department-specific employee engagement and/or team building activities in order to help foster a more collaborative work environment.
• Assesses needs of departments; collaborates with Organizational Effectiveness to develop training (including compliance information, instruction materials, procedures, methods, etc.) to meet gaps and needs of the departments.
• Reviews and advises managers in Acts as a liaison between the employee, manager and the union (if applicable) when making employment-related decisions; mediates difficult conversations or advises managers & employees on how to have difficult yet productive conversations;
• Drafts discipline memos, Settlement Agreements and termination letters for the Labor Attorneys to review. Reviews and works with SVP HR to approve all involuntary terminations, including layoffs, consistent with Hospital policies and procedures.
• Attends legal hearings (e.g. unemployment hearings, grievances, jury trials, EEOC hearings, arbitrations etc.) for the purpose of providing testimony and representing the best interests of Boston Medical Center.
• Works with managers to assess requests for special accommodations under the Americans with Disabilities Act (ADA). Mentors and trains junior staff.
• Ensures compliance with all state and federal discrimination and employment regulations.
• Performs other related duties as required.

Must adhere to all of BMC's RESPECT behavioral standards.

JOB REQUIREMENTS

EDUCATION:

• Bachelor's degree (or equivalent combination of formal education and experience) required. Advanced degree preferred.

CERTIFICATES, LICENSES, REGISTRATIONS REQUIRED:

• SPHR is a plus but not required.

EXPERIENCE:

• 7 - 10 years' experience in a related human resources role. Experience working in a Unionized environment preferred.

KNOWLEDGE AND SKILLS:

• Expert level knowledge of state and federal policies and regulations as they pertain to employee relations and job functions; familiarity with organizational policies and practices is also beneficial.
• Analytical ability to apply knowledge of regulations and policies to ensure fairness in their application.
• Excellent English language skills including concept of grammar and punctuation.
• Ability to establish effective working relationships with a diverse clientele and ability to guide, lead and persuade others.
• Critical thinking and problem solving skills; conflict resolution and de-escalation skills; ability to analyze sensitive issues and create action plans.
• Proficient with standard Microsoft programs (i.e. MS Word, Excel, PowerPoint, Outlook) and web browsers. Experience with HRIS systems (SAP or similar) is also required.