Director of Employee & Labor Relations Icahn School of Medicine at Mount Sinai

The Director of Employee and Labor Relations forIcahn School of Medicine at Mount Sinai (ISMMS)will provide a broad range of strategic Employee and Labor Relations across multiple business functions as well as assist with Talent Management Compensation Benefits and this environment the Director will act as an extended staff member and close advisor to school leadership developing strategic workforce plans advising on organizational development needs and proactively addressing all human capital concerns including relocating and on-boarding strategies.

To be successful the Director will need the gravitas to establish immediate credibility and adeptly engage the leaders in addressing their human capital business concerns. Taking a highly consultative approach and speaking from a deep knowledge base the Director will bring fresh perspective new insights and a sense of partnership to the relationship s/he will build with the Schools leadership team.

• Oversee human resources responsibilities across ISMMS; uses data and fact-based problem-solving techniques to improve processes and outcomes. Ensures that all operations run according to institutional and departmental policies and in accordance with any government or regulatory requirements as applicable.
• Handles internal investigations for various levels of ISMMS (faculty fellows residents post- doctoral fellows and staff) including collaboration with Legal and Compliance departments.
• Manages interprets and educates the faculty and staff on the collective bargaining agreement for the post-doctoral fellows who are newly organized. Hearing grievances and other issues presented by the union on behalf of the post-doctoral fellows and the Principal Investigators who supervise them.
• Plans develops and/or maintains departmental standard operating procedures. Regularly reviews policies and procedures and makes changes or recommends changes to superiors as necessary.
• Collaborates with leadership throughout the School of Medicine to identify personnel needs workforce planning strategies and search assignments. Develops and maintains strong working relationships with leadership and other team members to create a partnership.
• Serve as HR liaison with department administrators and professional staff regarding the ISMMS policies and procedures and personnel administration. Plans develops and maintains departmental standard operating procedures. Regularly reviews policies and procedures and makes changes or recommendations as well as provides guidance to Administrators and Managers regarding human resources matters field departmental issues and confer on restructuring.
• Advisement of HR policies and Faculty handbook interpretations including leave procedures for faculty fellows residents post-doctoral fellows and staff.
• Develops and conducts training programs related to employee relations and policies and procedures for ISMMS faculty and staff.
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional societies.
• Demonstrates the following behavioral competencies including
  • Adaptability: maintains effectiveness/efficiency when experiencing major changes in work responsibilities/environment work structures processes requirements or cultures.
  • Business Advisor: develops valued partnerships with key stakeholders and all customers; proactively identifying business opportunities while conveying a firm understanding of the customers business and political drivers.
  • Customer Focus: ensures that the customer perspective is a driving force behind business decisions and activities; crafts and implements service practices that meet customer and organizational imperatives.
  • High-Impact Communication: clearly and succinctly communicates in a focused and compelling manner that inspires others.
  • Innovation: generates innovative solutions in work situations; trying different and novel ways to deal with work problems and opportunities.
  • Negotiation: effectively explores alternatives and positions to reach outcomes that gain the support and acceptance of all parties.
  • Persuasiveness: uses appropriate interpersonal styles and communication methods to gain acceptance of a product service or idea from prospects and clients.
  • Sourcing and Selecting Talent: evaluates and selects internal and external talent to ensure the best match between the individual and the work requirements.
  • Strategic Decision Making: obtains information and identifies key issues and relationships relevant to achieving a long-range goal or vision; commits to a course of action to accomplish a long-range goals or vision after developing alternatives based on logical assumptions facts available resources constraints and organizational values.
• Performs other related duties

• Bachelors degree required in Human Resources Business Administration or related field or a combination of education and related experience Masters degree preferred
• Six plus years of progressive HR Generalist experience. Knowledge of the principles practices and procedures relevant to Human Resources
• Must have proven track record of relationship building with both internal and external customers
• Must have experience with recruitment and sourcing candidates as well as compensation knowledge experience with job analysis general compensation practices and salary structure design
• Ability to handle employee conflicts and differences by interpreting verbal/non-verbal behavior detecting perceptions and needs of staff
• Demonstrated business acumen and the ability to understand business strategy and goals
• Demonstrated HR knowledge and experience in a technology organization strongly preferred
• Ability to move about on campus and offsite buildings may include travel