Employee & Labor Relations Specialist

Responsibilities:

Customer Relations

• Actively seeks to provide quality services that meet the needs of patients and clients as well as other identified customers - employees applicants supervisors vendors other employers and regulatory agencies.
• Demonstrates commitment to confidentiality and fairness in all staff communications and actions. May represent HR on various Sheppard Pratt committees as requested.

Employee Relations

• Provides consultation to employees and managers regarding the interpretation of SP policies corrective actions and effective problem-resolution to maximize employee performance.
• Advises leaders on employee relations strategies that promote a positive work environment and reduce vulnerability to union organizing activity.
• Ensures managers awareness and knowledge of legal requirements/constraints and organizational policies with respect to the handling of employee relations concerns and the terms and conditions of employment.
• Reviews and edits corrective actions composes termination letters and -processes termination for involuntary terminations.
• Attends unemployment hearings as necessary.

Union Avoidance

• Supports the organizations union avoidance strategy by proactively identifying assessing and addressing employee relations issues that may contribute to organizing activity.
• Monitors workplace trends employee complaints exit interview data and engagement indicators to identify early warning signed of union interest or organizing risk.
• Partners with leadership to develop and implement action plans to strengthen direct employee-employer relationships and reinforce positive workplace culture.
• Advises leaders on lawful communications behaviors and best practices related to labor relations compliance union awareness and avoidance.
• Supports leadership during union-related activity by coordinating documentation preparing management guidance and escalating concerns as appropriate.
• Maintains a strong working knowledge of the National Labor Relations Act (NLRA) and applicable labor relations laws to ensure organizational compliance.
• Assists in delivering union awareness and labor relations training for supervisors and managers.

Data and Reporting

• Tracks and monitors employee and supervisory concerns identifies trends and potential issues and brings them to the ER Directors attention; logs the cases in the Case Management System (CMS) in a timely fashion.
• Maintains and reviews highly sensitive Human Resources data such as corrective actions unemployment claims EEOC charges retention rates turnover rates turnover reasons and satisfaction ratings. Produces reports as needed.
• Analyzes data related to engagement turnover grievances and complaints to support union avoidance strategies and leadership decision-making.

Policies and Compliance

• Maintains strong knowledge of HR policies employment law and labor relations requirements including NLRA considerations; effectively communicates these to managers and employees.
• Ensures management actions and communications are compliance with labor laws while supporting a union-free environment.
• Works with managers in preparing for unemployment hearings and represents the organization at hearings. Provides required documentation/information for the effective and cost-efficient management of unemployment compensation claims.
• Responds to employee concerns about management working conditions harassment/discrimination claims or other issues; escalates issues to appropriate managers as needed.

Training Support

• Supports and facilitates management training in employment law employee relations and union awareness/labor relations best practices.
• Assists with the development and delivery of training designed to strengthen leadership effectiveness and reduce labor relations risk.

Other duties as assigned.

Requirements:

• Work requires a bachelors degree in Human Resource Management Business Administration or related field; relevant people management experience of over 3 years with SHRM certification may be substituted for degree. HRCI or SHRM certification preferred.
• Work requires at least 2 years experience in Human Resources or related field; must possess:

1. • Working knowledge of labor relations principles union avoidance strategies and the National Labor Relations Act (NLRA).
   • Experience supporting union avoidance initiatives or advising leaders in union-sensitive environments is strongly preferred.
   • Ability to coach leaders on lawful and effective employee communications in union-aware settings.
   • Excellent verbal and written communication skills.
   • Effective conflict resolution skills.
   • Proven experience administering and representing human resources policy and procedures.
   • Good attention to detail and accuracy in documenting and reporting data and coordinating and organizing events.
   • Strong knowledge of state and federal labor laws EEOC FMLA ADA and sexual harassment guidelines is strongly preferred.
   • Experience in representing the organization for unemployment hearings EEOC litigation and other agency claims is preferred.

• Work requires analytical ability sufficient to apply policies to resolve problems posed by supervisors and managers anticipate problems/complications and assist in their resolution and determine when to escalate concerns to the ER Director.
• Work requires a high level of interpersonal skills sufficient to interact effectively with management external contacts and all levels of employees conduct presentations at employee orientation solicit information from individuals and groups and explain policies and procedures in sometimes difficult situations (51-80% of work time).
• Work requires the ability to prioritize and respond appropriately to requests for PRN assistance and/or meetings pay close attention to details and meet established deadlines frequently producing a high level of mental/visual fatigue (51-80% of work time).

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Required Experience:

IC