Manager, Labor Relations

Job Title: Manager, Labor Relations

Department: Human Resources

Location: Finger Lakes Region

Hours Per Week: 40

SUMMARY:
The Manager of Labor Relations is responsible for establishing and developing trusted relationships with the HR Strategy and Operations, Employee Relations, Centers for Excellence, leadership, and legal, as well as manages the day-to-day administration of labor relations strategy, collective bargaining agreements, labor management meetings, and grievance procedures among the various Collective Bargaining Agreements within the Finger Lakes region of Rochester Regional Health.

RESPONSIBILITIES:
•    Primary contact for labor relations matters, including labor union discussions, contract compliance, and team member grievance management.
•    Prepares grievances for arbitration and assists presenting attorney.
•    Participates as a member of the bargaining team in labor contract negotiations.
•    Provides practical, compliant, and strategic advice related to the collective bargaining agreements, employment law, National Labor Relations Act, and system policies and procedures.
•    Research, interpret, and apply arbitration awards, memoranda or letters of agreement or understanding and grievance settlements related to specific entity or labor contract. 
•    Translates complex information and provides highly specialized advice in a specific Human Resources discipline.
•    Partners with Operations, Employee Relations, and unions on issues related to Labor Relations, including investigations and disciplines, collective bargaining agreement, HR policies and applicable laws.
•    Partners with HR Strategy and Employee Relations to advise and assist business units with restructurings and reductions in force to determine impact on any union members.
•    Develops and recommends labor relations practices necessary to establish a positive employer-team member relationship and promote a high level of team member morale, motivation, and engagement.
•    Proposes remedial action based on investigation findings, recommending appropriate actions to correct concerns based on assessing risks and minimizing liability. 
•    Supports other internal projects/initiatives as needed. 
•    Escalates issues and matters to Vice President of Employee and Labor Relations with recommendations as appropriate. 
•    Conducts investigations of highly complex and sensitive labor relations matters, including conducting claimant, witness, and accused team member interviews; analyzing data from various internal systems; composing investigation reports. 
•    Consults and collaborate with HR Strategy, the ER team, and Legal on highly complex unionized team member investigations. 
•    Analyzes casework trends to produce strategic, proactive recommendations to HR and the business to proactively address and mitigate systemic issues. 
•    Establishes reporting for various data sources related to labor and employee relations metrics and makes appropriate recommendations for continuous improvements.  
•    Provides coaching and training to Operations, HR Strategy, Employee Relations and other partners in carrying out their responsibilities on labor relations matters.
•    Responsible for preparing, coordinating and/or performing union avoidance risk assessments, defining remedial actions and ensuring implementation of initiatives to mitigate any unionization exposure in our union free facilities.
•    Managers Labor Relations team members.
•    Other duties as assigned.

REQUIRED QUALIFICATIONS:

•    Five years of progressive experience in Human Resources, which includes at least two years of employee relations, labor relations and/or employee investigations experience.

PREFERRED QUALIFICATIONS:
•    Bachelor’s Degree
•    PHR/SPHR or a similarly recognized certification related to Human Resources.
 

EDUCATION:

LICENSES / CERTIFICATIONS: 

PHYSICAL REQUIREMENTS:

For disease specific care programs refer to the program specific requirements of the department for further specifications on experience and educational expectations, including continuing education requirements.

Any physical requirements reported by a prospective employee and/or employee’s physician or delegate will be considered for accommodations.

PAY RANGE:

The listed base pay range is a good faith representation of current potential base pay for a successful full time applicant. It may be modified in the future and eligible for additional pay components. Pay is determined by factors including experience, relevant qualifications, specialty, internal equity, location, and contracts.

Rochester Regional Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity or expression, national origin, age, disability, predisposing genetic characteristics, marital or familial status, military or veteran status, citizenship or immigration status, or any other characteristic protected by federal, state, or local law.