Employment Type: Full time
Shift: Day Shift
Description:Position Purpose: The Colleague and Labor Relations Partner is an experienced and trusted partner who provides guidance and colleague and labor relations subject matter expertise to Regional Health Ministry (RHM) leadership, managers, and colleagues in promoting and fostering a fair, positive, and collaborative working environment. In collaboration with RHM management, HR Business Partners (HRBPs), and Regional Colleague and Labor Relations leadership, the Colleague and Labor Relations Sr Partner contributes to the development, implementation, and management of colleague and labor relations strategies, philosophies, processes, and programs. The Colleague and Labor Relations Sr Partner regularly interacts and consults with RHM management and regional colleague and labor relations leadership to collectively manage, resolve, and trend colleague and labor relations matters, including planning and conducting high risk and complex investigations, responding to complex and sensitive internal and external party complaints, and supporting collective bargaining processes. The Colleague and Labor Relations Sr Partner adds value to the organization by providing expert colleague and labor relations guidance and solutions with a focus on enabling the achievement of Trinity Health's Strategic Aims to realize a person-centered, mission-focused colleague culture in both union and non-union settings.
What you will Do:
- In conjunction with the Regional Director/Manager, Colleague and Labor Relations, HR Business Partners and the regional Colleague and Labor Relations leadership, provides specialized expertise and consultation in the planning, defining, and application of colleague and labor relations policies, processes, programs and initiatives within their RHM/organization to monitor the impact and effectiveness of the Colleague and Labor Relations COE to promote and foster a fair, positive, and collaborative working environment.
- Provides colleague and labor relations specific expertise to coach and counsel RHM management through the resolution of complex and high risk colleague and labor relations matters, including but not limited to counseling and coaching colleagues on performance and/or disciplinary issues, investigating and responding to formal internal and/or external sourced colleague complaints, handling and responding to colleague grievances for both union and non-union colleagues, and managing and resolving other fitness for duty, diversion and/or reasonable accommodation matters.
- Works collaboratively with regional directors, HRBPs, RHM management, and HR leadership to effectively identify, manage, and mitigate organizational risk, by ensuring HR compliance and consistency in the administration and delivery of colleague and labor relations services; readily partners with key internal and external customers such as Risk Management, Legal Services, Integrity and Compliance, and other state and local regulatory bodies and organizations.
- Measures and monitors the impact of broad and overarching colleague and labor relations programs and initiatives within the RHM/organization by collecting actionable data and conducting qualitative and quantitative analysis. Effectively develops and communicates any necessary remediation plans to RHM/organization management, HRBPs, and regional Colleague and Labor Relations COE leadership.
- Manages and facilitates the Problem Resolution Process/Grievance Process involving complex and sensitive colleague and labor relations matters, conducting investigations as needed, documenting findings and outcomes, and making appropriate and objective recommendations to management for resolution.
- Objectively and expertly resolves high-risk and sensitive colleague and labor relations matters within the Just Culture framework, by developing and supporting strategy development and completion of large, complex investigations, data collection and corroboration of facts, and recommendations for resolution within their RHM/organization; to ensure consistent application of policies and procedures.
- In RHMs/organizations with collective bargaining units and in conjunction with RHM management, regional Colleague and Labor Relations COE, and Labor Strategy Team, contributes to the development of labor policies, supports labor contract negotiations, advises management on CBA interpretation and compliance, manages and oversees the grievance and other dispute resolution processes, and leads other labor relations projects and assignments, as needed.
- In partnership with key internal customers, co-develops and manages protocols for monitoring, reporting, and addressing diversion and fitness for duty for colleagues, physicians and contract staff (including impairment for cause testing and physical capacity evaluation), while ensuring compliance and developing remediation plans as needed.
- Under the direction of the Regional Director, Colleague and Labor Relations and Labor Strategy teams, and in collaboration with RHM management and HR Business Partners, assists in implementing specific response strategies and tactics to address union organization campaigns and activities, when necessary.
- Supports system and RHM management during times of Mergers, Divestitures, and Acquisitions (MD&A) activities, as needed, including determining the impact of MD&A transactions on union status, collective bargaining agreements, documented deal objectives and strategy with regard to colleague and labor relations policies, programs, and initiatives.
- When required and necessary, conducts specific colleague and labor relations training, such as Just Culture and other employment law focused trainings.
Minimum Qualifications:
- Must possess knowledge of state and federal laws, regulations and requirements related to HR, colleague and labor relations, collective bargaining, colleague dispute resolution, and fostering positive colleague and labor environment as normally acquired through completion of a Bachelor’s degree in Human Resources Management, Business Administration or a related field, with five (5) or more years of related experience; or equivalent combination of education and experience.
- Master's degree and prior health-care experience is preferred.
- Advanced knowledge of labor and employment laws and their application in operating environments is required.
- Demonstrated knowledge of negotiating union contracts and managing grievances, arbitrations, and NLRB proceedings preferred.
- Ability to respond to variable situations requiring analytical, interpretive, evaluative and constructive thinking abilities. Strong logical and deductive reasoning abilities. Ability to effectively collect and synthesize data and information from disparate sources to make investigative findings and recommendations for remediation of issues.
- Ability to support a change management and process improvement work environment. Ability to identify and implement innovative ways to deliver higher value programs and services more efficiently and effectively.
- Demonstrated interpersonal skills and communication both written and verbal with proven ability to interact effectively with multiple levels of the organization.
- Proven customer-service orientation. Ability to know, understand, and anticipate customer requirements and exercise judgment in meeting reasonable expectations.
- Ability to continuously learn and seek personal and professional growth opportunities to build credibility with customers, peers and team members.
- Ability to model behavior that enables and encourages an environment filled with teaming and knowledge sharing to support colleague engagement, professional development and personal growth within the team.
- Ability to handle, prioritize, and appropriately delegate competing and multiple tasks/projects in a timely and organized manner.
- Must be discrete and maintain the highest degree of confidentiality with extremely sensitive information and data.
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