Job Description: Under direction from the Director, Labor Relations, manages the activities and services of the Labor Relations staff; makes policy recommendation on Labor Relations matters; assists the Director in representing AHS in negotiations by serving as the first chair or second chair in labor negotiations; serves as Chief Advocate in arbitration hearings; review and compile in response to Requests for Information from the union; prepares presentations and/or memoranda for senior leadership; assists in various resolution processes and other relationships with employee organizations; in consultation with the Director and through Labor Relations Consultants and HRBP#s, provides technical advice to management and employees regarding the interpretation and implementation of various laws and agreements affecting terms and conditions of employment.
Qualifications: Education: Bachelor#s degree in relevant field from an accredited college or university; Juris Doctorate degree preferred. The equivalent of four years of increasingly responsible experience in labor relations activities, including at the table negotiations as first chair may be substituted for the Bachelor#s degree. Minimum Experience:
Six years within Human Labor Relations environment, including two years in a supervisory role. Knowledge, Skills and Abilities: Act in an appropriate and professional manner as defined by the company#s Standards of Behavior, Policy and Procedures, and Scope of Services. Establish and maintain effective working relationships with a variety of individuals In depth knowledge of current labor practices including fair employment, equal opportunity policies and regulations, principles of Human Resources administration and management Knows how to build consensus among leaders Knows how to operate in the face of ambiguity Proficient computer skills including Microsoft Office (especially PowerPoint, Word, Outlook and Excel) Use independent judgment and initiative within established policies and procedures Well balanced in being direct when communicating, yet compassionate, professional, and objective Working knowledge of collective bargaining, both in the public and private sector Coordinates with #at the table# negotiating team, operating departments, contract agencies and other interested parties.
Develops and presents negotiation strategy that takes into account factors beyond the immediate negotiation or bargaining unit, may provide training to management personnel regarding the impact of agreements with labor organizations. Develops documents and spreadsheets in support of Labor Relations functions, including RFI Logs, proposal logs, costing, etc.
Directly supervises and leads Labor Relations Consultants, contractors and Administrative staff, assigning and monitoring tasks, providing guidance and evaluating performance. Identifies and coordinates cases with legal counsel as necessary, modifying case responses and/or ensuring stakeholders are advised of recommendations to achieve Hospital objectives while minimizing risk.
Keeps abreast of labor relations laws, court decisions and trends affecting both the private and public sector. Manages multiple contracts, interpreting union-management collective bargaining agreements and represents management in the negotiation and settlement of grievances under established grievance procedure. Advises supervisors on courses of action relative to grievances and is responsible for coordination of all aspects of the hearing process.
Performs other duties as assigned. Provides guidance and counsel to employees and managers regarding employee relations matters, dispute resolution, employee disciplinary actions, and collective bargaining agreements. Assists managers with the interpretation of policies and mediates with employees and union representatives.
Provides training regarding labor relations matters. Responsible for formal leader training on labor relations issues to ensure management readiness related to labor relations. Takes a leading role in union-management contract negotiations. In partnership with the Director and CHRO, coordinates Systems preparations for and leads development and implementation of communication plan following ratification.# #
Education: Bachelor's degree in Business, Human Resources or related field from accredited college or university; Master's degree preferred.
Minimum Experience: Eight years within Human Resources and/or Labor Relations environment, including two years in a supervisory role within the administration areas of disciplinary action procedures, personnel rules and regulations, techniques of handling grievance procedures and resolution, techniques of labor negotiations and various state and federal labor relations laws and guidelines.
Minimum Experience: Two years of experience in related field is equivalent to one year of education in related field.
Alameda Health System