Develops and successfully implements the System and Service Area employee and labor relations strategy; provides subject matter expertise and support to operational and Human Resources leaders and partners with each to ensure the successful implementation of initiatives; and provides leadership, direction, and supervision to Service Area Employee and Labor Relations Directors. At the System level, the Vice President, Employee and Labor Relations supports Human Resources policy review and standardization, implementation of compliance initiatives, and oversees and manages Human Resources related vendor contracts.
Advises management and ensures compliance with laws and regulations pertaining to Human Resources. Develops policies, processes and programs that ensure readiness and compliance in a highly regulated healthcare environment.
Collaborates with leaders to execute, implement and oversee ongoing labor and employee relations activities including collective bargaining and ensure they are consistent with the directives, strategy and policies established by the applicable governance bodies.
Assists in responding to union grievances, including but not limited to, reviewing, investigating, making and responding to information requests, and preparing for, participating in and/or conducting mediations and arbitrations.
Participates in and/or advises on organizational change initiatives. Provides access to and facilitates the most effective solutions from within the human resources communities of practice. Ensures that leadership has the competencies, tools and resources needed to effectively achieve its strategic objectives and drive change.
Initiating and maintaining strategic relationships with stakeholders inside and outside the organization (e.g., customers, patients, peers, cross-functional partners, external vendors, and alliance partners) to advance business goals.
Planning: Tactical, Strategic:
Knowledge of effective planning techniques and ability to contribute to operational (short term), tactical (1-2 years) and strategic (3-5 years) planning in support of the overall business plan.
Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.
Knowledge of the rights and obligations for the employee and employer relationship and ability to adhere to legal requirements when handling employee negotiations in a unionized work force.
Knowledge of the rights and obligations in the employee and employer relationship and ability to adhere to legal requirements when handling employee negotiations.
Minimum of ten (10) years leading and executing progressive business, workforce and operations strategies; Five years experience in all aspects of the planning, design, management and administration of Employee and Labor Relations policies, programs and practices within a complex, multi-site organization.
Master's degree or a combination of education and/or additional job related experience in lieu of the degree.
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