Labor Relations Consultant

Company Description

At Lucile Packard Children's Hospital Stanford, we know world-renowned care begins with world-class caring. That's why we combine advanced technologies and breakthrough discoveries with family-centered care. It's why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children's Hospital Stanford. And it's why we need caring, committed people on our team - like you. Join us on our mission to heal humanity, one child and family at a time.
Job ID: LP_00025808-2659137
Job Description

JOB SUMMARY

This paragraph summarizes the general nature, level and purpose of the job. The Labor Relations Consultant is responsible for providing guidance to management and staff in the administration of labor relations policies and complex labor relations matters. This includes interpretation and enforcing labor relations matters, collective bargaining agreements, and state and federal laws; reviews and provides counsel on corrective action; investigates complex employee grievances and complaints; provides support to legal counsel and conducts research on EEO/DFEH and NLRB matters. Investigates all labor relations grievances and settles disciplinary cases prior to hearing or addressing labor relations matters. Provides guidance to departments to ensure compliance with collective bargaining agreements, labor and employment laws, Equal Employment Opportunity compliance, and applicable regulations governing the staffing of hospitals.
Essential Functions

Works with HR Centers of Expertise (COEs) and HR business partners (HRBPs) to deliver solutions on labor relations issues by providing consultation on labor relations matters (e.g., performance management, employee discipline issues, bargaining, etc.); conducting research and providing advice and assistance on regulations at the State and Federal level; administering collective bargaining agreements; Provides guidance to front line managers, HR COEs, HRBP and senior leadership regarding labor relations matters.
Administers grievances based on collective bargaining agreements by collecting and analyzing quantitative and qualitative data; researching key business issues; identifying potential strategies with corresponding risk analysis; creating appropriate documentation; and providing input and recommendations for the creation of corrective action plans.
Provides guidance and assistance to supervisors/managers regarding interpretation, compliance, and enforcement of human resource policies and procedures, the collective bargaining agreement, State and Federal employment and National Labor Relations Act (NLRA). Provides guidance to management on corrective action, grievance and arbitration procedures for collective bargaining agreements.
Responds to grievances and conducts any investigation or fact gathering as needed, in addition to being the company's primary representative on day-to-day matters involving represented employees, union stewards, and other union contacts. Attends joint labor management meetings, contract negotiations, impact bargaining sessions, arbitrations, and other meetings, recording notes and following up on action items; Acts as a representative of the hospital in the settlement of informal and formal labor grievances. Assists in processing eligible requests for arbitration, makes necessary arrangements for hearing, attends and assists as necessary.
Handles and resolves escalations from HRBP of complex policy or collective bargaining agreement issues.
Provide legal guidance on implementation of new laws and regulations. Supports HR compliance by staying abreast of regulatory changes, conducting analysis on regulatory impacts and supporting the implementation of designated changes.
Interprets and administers all labor agreements and assists in resolving grievances, including serving as hearing officer for grievances. Confers with labor and management representatives to resolve employee disputes.
Conducts reporting of Organization's labor related employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and identifying needs for new metrics or reports.
Prepares witnesses and evidence to be used in disciplinary hearings, arbitration, or other legal matters.
Analyzes bargaining effects and communicates changes to union. Reviews policy and proposed policy changes for compliance with collective bargaining agreement and law, rule, and regulation
Assists in the investigating complaints filed with State and Federal agencies such as the EEOC and NLRB.
Assess need for, develops and delivers training on wide variety of Labor Relations topics and processes.
Represents Hospital in the appeals process to the Appeals Board for unemployment insurance claims including taking action that minimizes hospital unemployment insurance costs.
Evaluates employees (represented and non-represented) for rehire eligibility.
Participates in panel discussions for non-union grievance resolution process.
Qualifications

MINIMUM QUALIFICATIONS

Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.
Education

Bachelor's degree in a work-related discipline/field from an accredited college or university, Graduation from an accredited School of Law with a Juris Doctorate (JD) degree preferred.
Experience

Five (5) years of progressively responsible and directly related work experience.
Licensure/Certification

None required.
KNOWLEDGE

Ability to apply judgment and make sound decisions
Ability to conduct and maintain objectivity in EEO/legal/third party investigations.
Ability to maintain confidentiality of sensitive information.
Ability to plan, organize, prioritize, work independently and meet deadlines.
Ability to solve complex problems and identify solutions in a customer-focused environment.
Ability to work effectively both as a team player and leader.
Ability to work effectively with individuals at all levels of the organization.
Ability to foster effective working relationships and build consensus.
A thorough working knowledge of State and Federal labor/employment laws (NLRA, ADA, Wage & Hour, FMLA/CFRA, CESLA, Workers Compensation, etc), including unemployment insurance required.
Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR.
Knowledge of principles and practices of Employee and Labor Relations and collective bargaining.
Knowledge of the Healthcare industry and hospital regulatory matters preferred.
Physical Requirements

The Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.
Additional Information

Pay Range

Compensation is based on the level and requirements of the role.
Salary within our ranges may also be determined by your education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data.
Typically, new team members join at the minimum to mid salary range.
Minimum to Midpoint Range (Hourly): $67.35 to $87.55
Stanford Medicine Children's Health (SMCH) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SMCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.

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