Director, Employee and Labor Relations
Rochester Regional Health

Job Info

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Description

SUMMARY

The Director of Employee and Labor Relations is responsible for establishing and developing trusted relationships with the HR Strategy and Operations team, Centers for Excellence, leadership, and legal for the St. Lawrence region of Rochester Regional Health.
The Director will lead the day-day administration of the Employee and Labor Relations team members for their assigned area and others as needed, including training, best practices, consultation and guidance to leadership and team members on a variety of issues including employment law, labor relations management, and collective bargaining agreement administration, performance management, corrective counseling, policy interpretation, and team member investigations.
Approves appropriate action, and partners with management and others to investigate and resolve complex Employee and Labor Relations issues. Ensures compliance with all applicable policies, laws, and regulations. Promotes treatment of team members in a fair, respectful, and consistent manner aligned within the framework of our core business values and objectives.
Additionally, the Director will play an integral role in the collaboration with RRH's Strategy and HR Operations division in order to HR strategies, delivering value-added services which reflect the business objectives, including the implementation, governance and application of HR processes, systems, policies, and programs, as well as maintain an effective level of business literacy about the business operational imperatives, culture, and competition

STATUS: Full Time

LOCATION: Canton, NY

DEPARTMENT: St. Lawrence Health Human Resources

ATTRIBUTES

• Ability to create and visualize executive level transparency of alignment of work to goals.
  
• Ability to translate strategy into action.
  
• Advanced Excel and PowerPoint skills.
  
• Effective relationship building skills.
  
• Demonstration of leadership competencies.
  
• Knowledge of employment and labor law, and experience with progressive employment best practices.
  
• Bachelor's degree required with a Bachelor's degree Human Resources preferred.
  
• PHR/SPHR or a similarly recognized certification related to Human Resources preferred.
  
• Five years of progressive experience in Human Resources, which includes at least two years of supervisory experience in employee relations, labor relations, HR business/strategy, and/or employee investigations experience.
  

RESPONSIBILITIES

• Conducts and oversees investigations of highly complex and sensitive HR issues, including conducting claimant, witness, and accused team member interviews; analyzing data from various internal systems; composing investigation reports.
  
• Proposes remedial action based on investigation findings, recommending appropriate actions to correct concerns based on assessing risks and minimizing liability.
  
• Consults and collaborates with RRH Employee and Labor Relations, Legal, Risk and/or Privacy on highly complex investigations.
  
• Advise leadership on performance management and development goals for team members.
  
• Provides oversight to the Employee and Labor Relations team in conducting investigations.
  
• Analyzes casework trends to produce strategic, proactive recommendations to HR and the business to proactively address and mitigate systemic issues. Provides coaching to departmental leadership in carrying out their responsibilities on team member relations matters.
  
• Fosters a positive work environment facilitating discussions or providing consistent advice.
  
• Escalates issues and matters to Vice President of Employee and Labor Relations with recommendations as appropriate.
  
• Applies a continuous improvement mindset among the Employee and Labor Relations team to identify and implement change.
  
• Leads projects and programs of work as assigned that may include maintaining entity specific or system wide policies at regular intervals, legal case management, prepares data from internal systems and creates presentations and reports on hot topics or trends.
  
• Establishes reporting for various data sources related to ER metrics and review to assess where action can be taken to simplify or streamline a process, train managers, etc.
  
• Serves as a subject management expert on employment laws and appropriately applies information to team member relation matters.
  
• Assists HR Strategy team members with strategic and tactical implementation of initiatives on HR and business-related issues that optimize business performance, which may include:
  
• Fully understand the business, internal and external challenges, system strategy and goals to develop appropriate and outcome focused HR strategies that support the business.
  
• Coach and work with business leaders to identify gaps and build skills and capabilities of their team to support a culture of engagement.
  
• Partner with business leaders and utilizes organizational data (engagement surveys, exit interview, 90-day surveys, turnover reports), and other data sources to proactively identify and respond to talent, engagement, and retention challenges in the business.
  
• Monitor and measure outcomes of implemented strategies.
  
• Work closely with leaders and team members to improve team member engagement, build morale, and increase productivity and retention.
  
• Provide guidance and interpretation of all HR policies to leader and team members.
  
• Partner with the COE's to create solutions that address identified business unit human resource needs critical to accomplishing goals.
  
• Lead the implementation and execution of system level HR initiatives in the assigned business (engagement surveys, annual performance process, compensation adjustments, HRIS).
  
• Provide proactive coaching to leaders to increase organizational effectiveness.
  
• Assess talent needs of the business and develops strategies to attract, recruit and develop future leaders, partners with COE's and Talent Acquisition Consultants in designing talent strategies that will result in building a diverse leadership.
  
• Utilize data and insights to analyze and visualize trends and metrics to develop solutions, programs, and policies to drive decision making and proactively solve for trends.
  
• Identify training needs for business units and individual executive coaching needs.
  
• Design, evaluate and monitor training/development programs. Follows-up to ensure training/development objectives are aligned to strategy.
  
• Provide strategy advice and guidance to business leaders in the planning and leading of change processes to support business needs such as operational or business unit restructures, workforce planning and succession planning.
  
• Support leaders and team members by referring them to the appropriate resources in the COEs to resolve/address questions.
  

PHYSICAL REQUIREMENTS: S - Sedentary Work - Exerting up to 10 pounds of force occasionally Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

PAY RANGE: $110,000.00 - $175,000.00

The listed base pay range is a good faith representation of current potential base pay for successful applicants. It may be modified in the future. Pay is determined by factors including experience, relevant qualifications, specialty, internal equity, location, and contracts.

Rochester Regional Health is an Equal Opportunity / Affirmative Action Employer. Minority/Female/Disability/Veteran

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