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Manager - Labor Relations
Job#: 476494
Positions: 1
Posted: 09/19/2018
Job Type: Full Time
Location: St. John's Episcopal Hospital
Department: Human Resources
Category: Professional
Salary: Commensurate With Experience
Benefits: Comprehensive Benefits
Contact: Joan Crawford
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Job Description
 
St. John's Episcopal Hospital is recuriting for a Labor Relations Manager. We offer comprehensive benefits, 4 weeks vacation, Tuition Reimbursement and eligibility in the 403B after one year of employment.
 
Position Summary:
 
Responsible for cultivating a positive Employee  and Labor Relations by assisting in the development and administration of employee relations activities at the Medical Center. Designs, implements and maintains programs to facilitate positive relationships with non-union employees, and unions representing employees at the Medical Center in line with the institutions goals. Works with leadership and department supervisors to cultivate commitment among department staff, in support of its priorities. By understanding issues at the department level, functions as a strategic resource of information and support to department management, to resolve concerns. Engages in activities which ensure that Employee Relations is viewed as a beneficial and accessible resource for all Medical Center leadership and employees.
 
Duties include, but not limited to:
  1. Participates in negotiations with Local 1199 SEIU, SSOBA Union, Local 30, and CIR SEIUs as required. Identifies and researches potential issues which may arise during negotiations. Analyzes the union's proposal for feasibility of acceptance. Prepares viable counter-proposals as necessary. Consults with other sections within Human Resources to determine the impact proposed contract terms may have on the Medical Center. Consults with Department Heads to ascertain their priorities and the feasibility of their acceptance. 
  2. Provides advice, information, guidance and assistance to Medical Center leadership in the administration of policies and procedures, performance assessment, contract interpretation, disciplinary and grievance issues, including corrective action for a large variety of departments at the Medical Center (including those involving high levels of management, and are politically or union sensitive). 
  3. Manages the grievance process for non-union and union staff and facilitates discussions to resolve disputes between management and staff. Prepares department representatives for grievance meetings. Serves as objective advocate or impartial hearing officer in third step grievances initiated by or on behalf of union employees. Reviews and analyzes the facts presented, evaluates testimony of witness, and follows up as necessary prior to making recommendations to departments or writing third step union grievance decisions.
  4. Makes determinations about which cases should be left to be arbitration process if pursued by the Union. Drafts and implements appropriate agreements when settling grievances. Develops a position/argument for cases in preparation for arbitration. Initiates and extends recommendations, negotiates terms of settlement for grievances in lieu of arbitration. Prepares thorough analysis of arbitrations and third-step non-union grievances specifying the strengths and weaknesses of the positions of both parties.  
Skills/Requirements

Bachelor’s degree preferably in Human Resources Management or Labor Relations. Masters in Human Resources preferred.

Minimum five years of progressive experience in Human Resources of which three years should be in Employee & Labor Relations. Effective oral, written communication and interpersonal skills required. 

Previous experience with 1199 SEIU preferred. 

 

 
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