Director, Labor Relations

Overview Our team members are the heart of what makes us better. Our team members are the heart of what makes us better. At Hackensack Meridian Health we help our patients live better, healthier lives — and we help one another to succeed. With a culture rooted in connection and collaboration, our employees are team members. Here, competitive benefits are just the beginning. It’s also about how we support one another and how we show up for our community. Together, we keep getting better – advancing our mission to transform healthcare and serve as a leader of positive change. Reporting to VP, TMLR & Employment Counsel, the Director, Labor Relations will develop, deliver, and maintain a business-focused labor relations strategy across the HMH network in order to maximize business results and maintain a productive work environment. The Dir, Labor Relations will lead a team of labor relations specialists responsible for providing advice and counsel to resolve labor relations issues (disciplines, complaints, grievances, and investigations), as well as proactive engagement activities (climate assessments, conflict and team dynamic resolution, etc.). The Dir, Labor Relations partner with management and local union leadership to maintain, enhance, and optimize credible union relationships in support of business goals. The Dir, Labor Relations ensures compliance with all federal, state and local laws, CBAs, HMH policies, and Joint Commission and other regulatory standards. Responsibilities Develops, implements, and administers Labor Relations programs by interpreting the HMH policies, union Collective Bargaining Agreements (CBAs), and recommending corrective discipline and performance management. Serves as subject matter expert for the handling of all labor/management issues including Union grievances. Leads collective bargaining negotiations, often serving as spokesperson. Directs 3rd party negotiators and advisors, as necessary. Manage grievance/arbitration processes. Investigates and resolves employee or union complaints and grievances and coordinates the internal response and grievance procedure. Such investigations involve complaints and include recommendations for disciplinary actions as well as proactive activities (including climate assessments, conflict and team dynamic resolution, etc.). Partners with management and local union leadership to maintain, enhance, and optimize credible union relationships in support of business goals. Partners with the VP, TMLR in the development and/or management of budget for assigned areas. Regularly monitors relevant key financial indicators and performance metrics, modifying business activities where needed in response to changing financial situations. Ensures compliance with all federal and state laws, CBAs, HMH policies, as well as Joint Commission and other regulatory standards in assigned business units. Advices supervisory personnel on employment issues relating to discipline, FMLA, ADA, and discrimination. Manages the tracking of all collective bargaining agreements throughout the network. Provides general employment and labor guidance, risk mitigation and management services to handle, litigate, and resolve cases. Works with legal counsel to resolve complex labor issues. Designs and provides a wide array of training programs for managers, supervisors and staff. Works in collaboration with the Organizational Education Department, as needed. May include but not limited to: Employment law in order to improve performance and mitigate legal risk. How to resolve employee disputes, conduct investigations and discipline employees. Performance management and human resource policies and procedures including discrimination policies. Labor relations and discrimination. A variety of topics, such as Counseling, Managing Employee Absenteeism, Peer Interviewing and Anti-Harassment, etc. Acts as spokesperson in all union matters including mediations and arbitrations if necessary. Develops and implements plans for positive TM relations and manages response to union organizing campaigns. Oversees in the recruitment, development, and supervision of TMs. Creates and sustains an environment that fosters TM engagement. Establishes clear objectives tied to department and/or organizational strategic goals. Coaches, counsels, and evaluates performance of direct reports. Other duties and/or projects as assigned. Adheres to HMH Organizational competencies and standards of behavior. Qualifications Bachelor's degree. Minimum of 12 years of progressive HR experience and thought leadership, with particular focus on labor relations. Minimum of 5 years in direct management role. Extensive labor experience, including negotiating contracts, union avoidance. Strategic thinker knowledgeable on best practices for a Labor Relations function. Relevant experience conducting formal investigations involving all levels of interaction and providing appropriate recommendations to senior business leaders. Excellent knowledge of all state and federal employment laws. Experience in conflict resolution methods, including facilitation and mediation of agreements. Excellent written and verbal communication skills. Proficient computer skills that may include but are not limited to Microsoft Office and/or Google Suite platforms. Education, Knowledge, Skills and Abilities Preferred Juris Doctorate (J.D.) or Master's degree in Labor Relations or equivalent Concentration/certification in HR, ER/LR Knowledge of PeopleSoft Licenses And Certifications Preferred HR certification. Compensation Minimum rate of $183,664.00 Annually HMH is committed to pay equity and transparency for our team members. The posted rate of pay in this job posting is a reasonable good faith estimate of the minimum base pay for this role at the time of posting in accordance with the New Jersey Pay Transparency Act and does not reflect the full value of our market-competitive total rewards package. Job Duties The starting rate of pay is provided for informational purposes only and is not a guarantee of a specific offer. Posted hourly rates may be stated as an annual salary in the offer and posted annual salaries may be stated as an hourly rate in the offer, depending on the level and nature of the job duties and credentials of the candidate. The base compensation determined at the time of the offer may be different than the posted rate of pay based on a number of non-discriminatory factors, including but not limited to: Labor Market Data: Compensation is benchmarked against market data to ensure competitiveness. Experience: Years of relevant work experience. Education and Certifications: Level of education attained, including specialized certifications, credentials, completed apprenticeship programs or advanced training. Skills: Demonstrated proficiency in relevant skills and competencies. Geographic Location: Cost of living and market rates for the specific location. Internal Equity: Compensation is determined in a manner consistent with compensation ranges for similar roles within the organization. #J-18808-Ljbffr