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    Labor and Employee Relations Manager - Columbus, United States - Equitas Health

    Equitas Health
    Equitas Health Columbus, United States

    3 weeks ago

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    Description


    POSITION SUMMARY:

    The Labor & Employee Relations Manager is a vital member of the Human Resources leadership team, engaged in leading the department's labor and employee relations function. The Labor & Employee Relations Manager supervises the Human Resources Business Partners and serves as a lead negotiator/liaison with the union, providing leadership and guidance.

    SALARY: Grade 9: $84,500-$105,600

    ESSENTIAL JOB FUNCTIONS:The essential functions of this role include but are not limited to ensuring we maintain high standards of relations with our employees; traveling, driving, or having reliable transportation; strong written and oral communication; relationship building; utilizing a computer for typing and research; attending and leading meetings; and presenting to small groups.

    MAJOR AREAS OF RESPONSIBILITIES:

    Labor Relations


    •    Serves as the primary point of contact for labor unions and oversees labor relations issues involving contract interpretation and union management relations. This includes the administration of collective bargaining agreements, including the grievance process, union relations, discipline and discharge, and coordination with managers of bargaining unit employees.

    •Support the Request for Information (RFI) process and official responses in a timely, strategic, and well-vetted manner

    •Provides training to management regarding labor contract application and grievance procedures

    •Advises and counsels managers and supervisors regarding federal, state, and local labor laws, policies, and guidelines; current and emerging issues; and strategies for dealing with performance, collective bargaining, discipline, and grievances.

    •Conducts fact-finding interviews and investigations of charges of employee misconduct, including EEO and sexual harassment complaints, employee grievances, and allegations of violations of collective bargaining agreements. Prepare reports of findings and recommend appropriate discipline or other resolution(s).

    •Coordinate and support leadership regarding any unfair labor practice charges

    •Design/develop needed SOPs in relation to the execution of the ratified agreement (e.g., grievance hearings, investigation approach/steps, etc.)

    Employee Relations


    •    Counsels and advises managers in interpreting and applying policies and procedures to resolve recruitment, compensation, disciplinary action, and conflict resolution issues.

    •Ensures services are in compliance with professional standards, state and federal regulatory requirements, and laws.

    •Supervises and trains HR Business Partners to ensure consistency in communication and practice.

    •Monitors the implementation of performance improvement processes.

    HR Compliance

    •Consults and coordinates with legal counsel and human resources, and external legal counsel as needed to ensure compliance requirements are met.

    •Executes company compliance with all existing governmental and labor legal and government reporting requirements, including any related to the National Labor Relations Act (NLRA), Title VII, Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.

    •Manages and oversees the interactive employee accommodation process, in partnership with counsel, HR Manager, and other interested parties, in compliance with Department of Labor regulations and guidelines.

    •Responsible for the complete and accurate maintenance of personnel files and department records according to current best practices and compliance requirements

    •May perform other duties as assigned

    EDUCATION/LICENSURE:

    •Bachelor's degree preferred and five to ten years related experience and/or training, or equivalent combination of education and experience.

    •Certification in Human Resources (PHR, SPHR, SHRM-CP, or SHRM-SCP) is preferred.

    KNOWLEDGE, SKILLS, ABILITIES, AND OTHER QUALIFICATIONS:
    • Experience in negotiating and administering collective bargaining agreements required
    • Excellent ability to understand, interpret and apply federal, state, and local employment and labor laws
    • Ability to consult and influence on complicated and conditional employee matters
    • Demonstrated experience leading a wide variety of complex investigations using established negotiation techniques
    • Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations
    • Ability to effectively respond to and interact with all organization staff. Competencies include excellent presentation/facilitation, organizational, analytical, interpersonal, and written/oral communication skills. Must be a team player.
    • Requires high-level computer expertise, including proficiency with all Microsoft Office applications, like MS Word, Excel, and PowerPoint.
    • Flexible, innovative, and able to excel in a fast-paced, growth-oriented environment.
    • The ability to manage multiple tasks/demands while working efficiently without constant supervision.
    • High regard and demonstration for ethics and confidentiality; compliance with all company policies and procedures
    • Must have sensitivity to, interest in, and competence in cultural differences, HIV/AIDS, minority health, sexual practices, chemical dependency, and a demonstrated competence in working with BIPOC (Black, Indigenous, people of color) and the LGBTQIA+ community.
    OTHER INFORMATION:

    Background and reference checks will be conducted. In accordance with Equitas Health's Drug-Free Workplace Policy, pre-employment drug testing will be administered. Hours may vary, including working some evenings and weekends based on workload. Individuals are not considered applicants until they have been asked to visit for an interview and at that time complete an application for employment. Completing the application does not guarantee employment. EOE/AA
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