Avp Labor Relations Jobs

AVP of Labor Relations

Summary:

The AVP of Labor Relations is responsible for the development and execution of labor relations and positive employee relations strategies. This includes setting strategies for the delivery of labor relations services to meet the business and operational needs system-wide across multiple union groups, contracts, and stakeholders. Effectively provides strategic advice, counsel, and creative problem-solving on labor relations matters to executive and hospital leadership and management. Serves as a subject matter expert in labor relations and ensures contract negotiations, contract administration, union relationships, grievance, and Unfair Labor Practice processes, organizing responses, and educational development needs of the organization are met. The AVP of Labor Relations serves as a key member of the HR leadership team, reporting to the Chief Human Resources Officer.

Responsibilities:

· Develops and evaluates labor strategies to optimize opportunities for partnership with unions, mitigate risks of disruption, and maintain a commitment to positive employee relations. Ensures the company’s approach to labor relations is consistent across the system. Advises executive leadership and makes recommendations on strategic decisions in the best interests of the organization. Presents to the Board of Directors as needed regarding collective bargaining and labor strategy.

· Establishes and maintains a strong partnership with the HR Directors and HR Business Partners to provide subject matter expertise on labor relations issues, understand issues arising from labor management, and identify trends. Coordinates Memorandums of Agreement (MOAs), handling of class action and termination grievances, and resolution of mid-contract bargaining objectives. Assists HR Directors, HR Business Partners, and management with the investigatory process in matters related to CBAs and corrective action.

· Fosters positive, productive, and effective working relationships with the union leadership that ensures contract compliance, drives proactive resolution of issues and establishes balanced expectations for contract negotiations.

· Leads the negotiating team, partnering with External Labor Counsel, to develop and execute strategic goals, objectives, and negotiation strategies in alignment with organizational priorities. Prepares and maintains strike contingency plans and engages with strike staffing firms. Leads the development of collective bargaining strategy through a collaborative approach with leaders throughout the organization, consistent with system priorities as defined by executive leadership.

· Leads communication of system-wide strategic initiatives to union bodies, and leads the notification and bargaining process for new programs and policies across all unions. Represent senior management in all meetings with union representatives.

· Creates and executes a comprehensive positive employee relations plan across the company on an ongoing basis, including the design and execution of annual organizational assessments.

· Oversees the grievance process, response to Unfair Labor Practice Charges (ULPs), and response to Request for Information (RFI)/Discovery requests from collective bargaining units as appropriate on labor relations issues, policies, and administrative procedures.

· Serves as the Step 3 hearing officer for grievances, and prepares arbitration and mediation cases as needed. Counsels HR Directors and HR Business Partners on grievance settlement recommendations. Leads strategic decision-making process regarding whether cases should proceed to arbitration. Partners with External Labor Counsel to represent the company at NLRB hearings, arbitrations, and mediations.

· Serves as the subject matter expert on contract language, organizational policies/practices, and labor law to effectively consult with HR, organizational leadership, and internal/external legal teams on all bargaining unit, and labor force issues. Advises on policy development from a labor relations perspective.

· Develops and leads educational efforts on managing in a union environment, positive employee relations, and interpretation and applicability of collective bargaining agreements.

· Establishes and leads strong responses to organizing campaigns. Develops strategy and campaign direction in consultation with External Labor Counsel.

· Tracks legislative developments in New York and Connecticut and monitors changes in NLRB case law. Analyzes the impact on the system’s represented employees.

· Manages one or more Labor Specialists, and directs their work in data analysis, grievance processing, scheduling of hearings, document management, tracking of RFIs, delegate tracking, and other labor relations support duties.

· Acts as a member of the HR senior leadership team. Ensures that labor relations strategy aligns with talent acquisition, total rewards, and all other HR strategic priorities.

· Models and maintains company values.

· Performs other duties as required.

Requirements:

· Master’s Degree in Industrial or Labor Relations preferred. Bachelor's Degree required.

· Background in law or legal training.

· Labor Relations Certification.

· SHRM- SCP, and/or HRCI SPHR preferred.

· Superior communication, written, management, and presentation skills.

· Must have proven experience with very strong relationship-building skills, be an influencer, and be exceptionally collaborative.