Labor Relations Manager
Apply NowCompany: Rush
Location: Chicago, IL 60629
Description:
Location: Chicago, Illinois
Business Unit: Rush Medical Center
Hospital: Rush University Medical Center
Department: Employee Relations
Work Type: Full Time (Total FTE between 0.9 and 1.0)
Shift: Shift 1
Work Schedule: 8 Hr (9:00:00 AM - 5:00:00 PM)
Rush offers exceptional rewards and benefits learn more at our Rush benefits page (https://www.rush.edu/rush-careers/employee-benefits).
Pay Range: $50.15 - $81.62 per hour
Rush salaries are determined by many factors including, but not limited to, education, job-related experience and skills, as well as internal equity and industry specific market data. The pay range for each role reflects Rush's anticipated wage or salary reasonably expected to be offered for the position. Offers may vary depending on the circumstances of each case.
Summary:
This position supports positive and effective employee and labor relations as well as serves as an employee relations content expert in an integrated HR business partner and practice center model in a unionized healthcare setting. Leads and manages efforts in various areas of expertise (e.g., labor relations, policy development, positive employee relations, diversity), including improved data reporting and interpretive analysis, discovery of trends and opportunities, and identification of leading practices. On an ongoing basis serves as a contact for segments of the organization without an assigned business partner, interprets Rush HR policies and procedures, collective bargaining agreements, and a wide range of legal and compliance regulations.
Other information:
Required Job Qualifications:
Bachelor's degree.
Eight years of progressively more responsible work experience that includes a role in union negotiations, and significant employee relations consultation.
Proficient in costing analysis of economic proposals.
Strong project management and critical thinking skills, including proven problem solving and planning skills.
Experience and interest in process improvement techniques and benchmarking. Ability to identify and analyze trends from a variety of data sources. Excellent verbal and written communication skills that are adaptive to educationally and organizationally diverse audiences.
Ability to work collaboratively with diverse staff and a wide range of management levels and departments.
Self-directed, yet able to work in a matrix reporting structure and manage multiple priorities and projects.
Ability to build and maintain positive relationships internally and externally.
Extensive knowledge of applicable state and federal employment and labor laws and governmental compliance requirements.
Extensive knowledge of information technology, including software technology, used in the HR function (e.g., Microsoft PowerPoint, Excel, Word).
Preferred Job Qualifications:
Master's degree or JD.
PHR or SPHR.
Responsibilities:
1. Labor Relations: Directly performs day-to-day labor relations activities, including contract administration, grievance hearings, labor management meetings, and information requests. Serves as second chair or chief negotiator during labor contract negotiations, acting as liaison between department managers and union representatives, collecting benchmarking data, developing economic and non-economic contract proposals and drafting contract language. Serves as first or second chair during labor arbitrations, representing the organization and/or providing support,
2. Policy Development: Develops and implements processes and policies associated with city, state and federal employment-based laws and regulations that apply to healthcare and are aligned with benchmarked leading practices. Implements in ways that fosters understanding and provides clarity to those affected, are efficient to administer and track, and result in appropriate outcomes. Coordinates the development of updates to the Human Resources Policies and Procedures, including collaborating with stakeholders and drafting new policy language.
3. Compliance: Provides interpretative guidance and serves as content expert to HR business partners as well as other Rush clients regarding labor contracts, HR policies and procedures, employment laws, reductions in force, and regulatory requirements (e.g., Joint Commission standards, HIPAA violations, OIG sanctions checks, background checks). Ensures structure, processes and policies are in place to support a wide range of human resources-based legal and compliance requirements.
4. Employee Appeal Procedure: Provides support for non-union formal and informal grievance process, advising and preparing employees for presentation of their case, and/or functioning as a mediator where appropriate.
5. ADA Accommodation Process: Partner with ECHS, area management, and other COE's where appropriate to evaluate, discuss, and process employee ADA accommodation requests, collaborating with stakeholders and ensuring compliance.
6. Positive Employee Relations: Conducts needs assessment, using a variety of data metrics (e.g., employee survey, turnover, exit interviews, etc.). Develops/delivers training as appropriate on employee relations issues, policies and administrative procedures. In collaboration with HR business partners, develops and implements individualized employee relations interventions.
Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
Business Unit: Rush Medical Center
Hospital: Rush University Medical Center
Department: Employee Relations
Work Type: Full Time (Total FTE between 0.9 and 1.0)
Shift: Shift 1
Work Schedule: 8 Hr (9:00:00 AM - 5:00:00 PM)
Rush offers exceptional rewards and benefits learn more at our Rush benefits page (https://www.rush.edu/rush-careers/employee-benefits).
Pay Range: $50.15 - $81.62 per hour
Rush salaries are determined by many factors including, but not limited to, education, job-related experience and skills, as well as internal equity and industry specific market data. The pay range for each role reflects Rush's anticipated wage or salary reasonably expected to be offered for the position. Offers may vary depending on the circumstances of each case.
Summary:
This position supports positive and effective employee and labor relations as well as serves as an employee relations content expert in an integrated HR business partner and practice center model in a unionized healthcare setting. Leads and manages efforts in various areas of expertise (e.g., labor relations, policy development, positive employee relations, diversity), including improved data reporting and interpretive analysis, discovery of trends and opportunities, and identification of leading practices. On an ongoing basis serves as a contact for segments of the organization without an assigned business partner, interprets Rush HR policies and procedures, collective bargaining agreements, and a wide range of legal and compliance regulations.
Other information:
Required Job Qualifications:
Bachelor's degree.
Eight years of progressively more responsible work experience that includes a role in union negotiations, and significant employee relations consultation.
Proficient in costing analysis of economic proposals.
Strong project management and critical thinking skills, including proven problem solving and planning skills.
Experience and interest in process improvement techniques and benchmarking. Ability to identify and analyze trends from a variety of data sources. Excellent verbal and written communication skills that are adaptive to educationally and organizationally diverse audiences.
Ability to work collaboratively with diverse staff and a wide range of management levels and departments.
Self-directed, yet able to work in a matrix reporting structure and manage multiple priorities and projects.
Ability to build and maintain positive relationships internally and externally.
Extensive knowledge of applicable state and federal employment and labor laws and governmental compliance requirements.
Extensive knowledge of information technology, including software technology, used in the HR function (e.g., Microsoft PowerPoint, Excel, Word).
Preferred Job Qualifications:
Master's degree or JD.
PHR or SPHR.
Responsibilities:
1. Labor Relations: Directly performs day-to-day labor relations activities, including contract administration, grievance hearings, labor management meetings, and information requests. Serves as second chair or chief negotiator during labor contract negotiations, acting as liaison between department managers and union representatives, collecting benchmarking data, developing economic and non-economic contract proposals and drafting contract language. Serves as first or second chair during labor arbitrations, representing the organization and/or providing support,
2. Policy Development: Develops and implements processes and policies associated with city, state and federal employment-based laws and regulations that apply to healthcare and are aligned with benchmarked leading practices. Implements in ways that fosters understanding and provides clarity to those affected, are efficient to administer and track, and result in appropriate outcomes. Coordinates the development of updates to the Human Resources Policies and Procedures, including collaborating with stakeholders and drafting new policy language.
3. Compliance: Provides interpretative guidance and serves as content expert to HR business partners as well as other Rush clients regarding labor contracts, HR policies and procedures, employment laws, reductions in force, and regulatory requirements (e.g., Joint Commission standards, HIPAA violations, OIG sanctions checks, background checks). Ensures structure, processes and policies are in place to support a wide range of human resources-based legal and compliance requirements.
4. Employee Appeal Procedure: Provides support for non-union formal and informal grievance process, advising and preparing employees for presentation of their case, and/or functioning as a mediator where appropriate.
5. ADA Accommodation Process: Partner with ECHS, area management, and other COE's where appropriate to evaluate, discuss, and process employee ADA accommodation requests, collaborating with stakeholders and ensuring compliance.
6. Positive Employee Relations: Conducts needs assessment, using a variety of data metrics (e.g., employee survey, turnover, exit interviews, etc.). Develops/delivers training as appropriate on employee relations issues, policies and administrative procedures. In collaboration with HR business partners, develops and implements individualized employee relations interventions.
Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.