Sys Director Employee Labor Relations

Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation’s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.

Note - This role requires you to be able to drive near most of our Sacramento, CA facilities. 

JOB SUMMARY / PURPOSE 

Serves as the principal area leader on all labor and employee relations matters and activities occurring within the Service Area. Partners with Service Area HR leaders to successfully implement system-wide initiatives and other assignments. Provides leadership to overcome the obstacles and challenges associated with implementing changes in a union environment and to navigate these challenges effectively. 

ESSENTIAL KEY JOB RESPONSIBILITIES 

1. Oversees, manages and directs all employee and labor relations matters and activities with the Service Area. Provides prompt advice to supervisors, managers and directors on the full range of labor and employee relations matters. Utilizes influence skills to effectively position outcomes. Thinks ahead, rather than in an incident specific manner. 

2. Collaborates closely with the Service Area Human Resources Leaders to execute, implement and oversee ongoing labor and employee relations activities and ensure they are consistent with the directives, strategy and policies established by the Human Resources Operations Leadership Council (HROLC) and other related councils. 

3. Interprets collective bargaining agreements and policies while establishing and maintaining a collaborative relationship with the business agents and/or representatives. Drafts proposals and counter-proposals and serves as spokesperson in bargaining at the facility and Service Area level. Looks for opportunities to improve inefficient legacy practices to improve efficiency, productivity and lower cost. 

4. Conducts, directs, oversees and/or assists with employee investigations as needed and ensures consistency of employee corrective action. Provides guidance on and reviews responses to grievances filed by employees and/or labor representatives. Identifies trends and develops effective strategies to reduce grievances, disputes, or Unfair Labor Practices (ULPs). 

MINIMUM QUALIFICATIONS 

Bachelor’s Degree in Human Resources, Public Administration, Industrial/Labor Relations or closely related field. 

Minimum of five years of experience of increasing responsibility in Required Education and Experience employee and labor relations preferably in multi-union environment. 

Minimum of three years of management experience.

• Knowledge of successful negotiation concepts and techniques; ability to negotiate successfully across the organization and with external vendors and clients in a constructive and collaborative manner. 

 Required Minimum Knowledge, Skills, Abilities 

• Knowledge of the rights and obligations in the employee and employer relationship and ability to adhere to legal and Training requirements when handling employee negotiations. 
• Knowledge of domestic and international laws governing employment, and the ability to interpret and take action on aspects of employment laws that impact the business.