What are the responsibilities and job description for the Senior Consultant, Labor Relations position at Care New England?
Job Summary:
The Senior Consultant, Labor Relations will support leadership in all functions of Employee & Labor Relations for departments within the Care New England Health System. This position will work under the department of Employee & Labor Relations (ELR) leadership and in collaboration with hospital leadership to provide strategic consultation during the course of negotiation of collective bargaining agreements.
The Senior Consultant, Labor Relations will play a critical role in ensuring the systems ability to attract, retain, and support professional staff including physicians, trainees (residents & fellows), academic faculty, and graduate medical education across the system.
This role will develop and maintain relationships with both management, employees, and the unions to foster harmonious Labor and Employee Relations.
This position will serve as an internal consultant providing guidance to department management, in various arenas, including, but not limited to negotiations, labor strategy, administering and interpreting provisions of the bargaining union contract, grievances and union issues, and union avoidance activity.
This position will provide consultation, training, coaching and support a variety of diverse customers including physicians, allied health providers, directors, managers and front-line staff.
Duties and Responsibilities:
1. Work with employee relations, including members of physician and research communities, to build and maintain strong relationships with physicians, research PIs, trainees (residents & fellows) and academic faculty and their leadership, addressing concerns, facilitating open communication, and promoting a positive work environment
2. Manages and integrates the various functions of employee/labor relations with other Human Resources functions/departments.
3. Serves as the Human Resources representative in labor relations matters and is responsible for overseeing the terms and conditions of the Collective Bargaining Agreements (CBA) for his/her/their areas of oversight.
4. Serves as the facilitator in all grievance proceedings and processes as defined in the CBAs.
5. Facilitates training and development programs for all levels of management and staff related to human resources and employee/labor relations.
6. Manages grievances, disciplines, terminations and related actions and implements standard reporting to track and proactively address facility and/or departmental needs.
7. Provides internal consultation to managers on proper employment related documentation and requirements for various processes and procedures.
8. Conducts investigations related to employee complaints.
9. Handles all situations in a discreet and professional manner. Maintains confidentiality and discretion in all cases.
10. Lead effort to maintain a non-union environment in the remainder of the Operating Unit.
11. Researches and prepares responses to Information Requests from the unions.
12. Assists ELR Leadership in contract review to ensure the policies and practices match, including any items necessary or required to be given to employees as required under the contract.
3. Maintains a high level of productivity and demonstrates effective skills in work assignments and follows through.
14. Responds effectively and proactively to unforeseen problems and issues affecting the System entities.
15. Designs and facilitates training on a variety of ELR topics.
16. Interprets and applies Human Resources policies and procedures and ensures they are aligned with CBAs.
17. Perform other duties as assigned.
Requirements:
Bachelor's Degree in Human Resources, Employee/Labor Relations Required; Master's or Juris Degree Preferred
Minimum 5 year of experience working in Employee Relations of which at least 3 years in a unionized environment
Extensive knowledge of labor and employment law both Federal and State; working knowledge of the National Labor Relations Act.
Union operating experience and familiarity with the collective bargaining grievance process, problem resolution, and experience in union contract negotiations are a must.
Solid understanding of organizational policies, procedures, and practices as well as current state and federal labor and employment laws.
Understanding of HR and other corporate functional departments and ability to draw on their resources as appropriate.
Ability to build and maintain successful relationships with all levels of the organization, achieve credibility, and influence outcomes.
Demonstrated problem solving, conflict resolution, and decision-making skills. Ability to resolve, manage, and communicate complex issues to all levels.
Can independently manage system wide projects with multiple stakeholders.
Ability to manage multiple project commitments in addition to day-to-day responsibilities.
Well-developed written and verbal communication skills, including the ability to create, facilitate, and execute formal communication, presentations, and training programs in response to business partner needs.
Strong customer-service orientation. Effective in operating in a collaborative, matrixed environment.
Ability to work independently with limited supervision; understands when to escalate issues.
Strong conflict resolution skills are required as well as excellent analytical, interpersonal and communication skills.
Care New England Health System (CNE) and its member institutions, Butler Hospital, Women & Infants Hospital, Kent Hospital, VNA of Care New England, Integra, The Providence Center, and Care New England Medical Group, and our Wellness Center, are trusted organizations fueling the latest advances in medical research, attracting top specialty-trained doctors, and honing renowned services and innovative programs to engage in the important discussions people need to have about their health.
EEOC Statement: Care New England is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.
Ethics Statement: Employee conducts himself/herself consistent with the ethical standards of the organization including, but not limited to hospital policy, mission, vision, and values.
Americans with Disability Act Statement: External and internal applicants, as well as position incumbents who become disabled must be able to perform the essential job-specific functions either unaided or with the assistance of a reasonable accommodation, to be determined by the organization on a case-by-case basis.
