Director Employee and Labor Relations

POSITION OVERVIEW:

Reporting to the Deputy Chief People Officer, the Director of Labor & Employee Relations focuses on the day-to-day employee and labor relations functions, policy development, union negotiations, contract administration, regulatory and compliance investigations, grievances, mediation and litigation support. The person in this role must be able to multi-task in a fast-paced environment, possess a proactive and solutions-based mindset, have a deeper understanding of federal, NY state and city labor laws, and code of conduct. The ideal candidate must have the ability to respond to and evaluate complex employee relations issues with a high level of programmatic focus, sensitivity and analytical thinking, consistent with best practice guidelines; to recommend the appropriate course of corrective action plan; to utilize data to identify trends, patterns and prepare regular and ad hoc reports on action and incident trends, findings and recommendations.

KEY ESSENTIAL FUNCITONS:

• Manage negotiations and agreements between the agency, the union, and the employees, including the collective bargaining agreement.
• Participate in and handle all union relations, including contract negotiations, grievances, mediations, litigations, closures, notifications, communications, etc. with DC 37.
• Interpret and administer grievance procedures and assist management on labor matters and act as Hearing Officer in Step 3 grievance hearings and write formal decisions.
• Oversee all employee relations matters and guide on the appropriate action plans and strategies.
• Develop and improve disciplinary processes and workflows, including investigations, suspensions, arrest notices, etc.
• Develop investigation framework and define each category classification, process, workflow and identify stakeholders.
• Handle employee investigations, resolve disputes, and provide guidance on employment matters such as leave administration and compliance with labor laws; Lead all HR investigations and identify critical cases for outsourcing and develop an investigation plan.
• Stay abreast with all state and federal labor laws and ensure adherence to labor laws, regulations, and organizational policies.
• Research trends in labor relations and craft new policies to enhance the agencys employee and labor relations practices.
• Create training on all policy and procedural changes for the HR team and administer the implementation plan; Develop and deliver training programs for program staff on labor relations topics.
• Handles all disciplinary matters for both union and non-union staff, up to and including professional council level on all litigations and potential risks.
• Guide managers with the development of corrective action plans through progressive discipline to address employee performance and behavior.
• Oversee all HR compliance and regulatory audits.
• Ensure timely update of staff in regulatory databases: CBC, LENS, etc.
• Remain abreast of DOL rules and regulations, and Contract requirements related to time-off or DOL requirements.
• Laisse with unemployment service vendor, providing supporting documentation and hearing participation on unemployment claims.
• Build effective relationships and partnerships with all levels of management and staff internally and externally.
• Providing support and resources in a way that addresses the unique needs of employees from different backgrounds, recognizing the impact of intersectionality on their experiences.
• Other duties as assigned by the Deputy Chief People Officer and/or Director of Human Resources

CORE COMPETENCIES:

• Conflict Resolution: Expertise in managing and resolving workplace disputes, grievances, and conflicts in a fair and consistent manner.
• Labor Law Knowledge: Deep understanding of labor laws, regulations, and compliance requirements to ensure the organization adheres to legal standards.
• Policy Development: Ability to create and implement employee relations policies and programs that foster a positive work environment.
• Negotiation Skills: Proficiency in negotiating with labor unions, handling collective bargaining agreements, and mediating between employees and management.
• Communication Skills: Strong verbal and written communication skills to effectively convey policies, resolve issues, and maintain transparency.
• Analytical Thinking: Capability to analyze workplace trends, employee feedback, and organizational data to make informed decisions.
• Employee Engagement: Developing initiatives to improve employee morale, increase performance and productivity, and retain talent.

ADDITIONAL SKILLS/ FUNCTIONS MAY INCLUDE:

• Excellent communication (verbal/ written) skills.
• Interpersonal and analytical skills to be able to relate well with all levels of the organization.
• Strong decision-making skills; the ability to assess people and situations based on limited information.
• Bilingual (English/Spanish) preferred but not required.

EDUCATIONAL / TRAINING REQUIRED:

• A bachelor's or masters degree in Human Resources, Labor Relations, or a related field.
• 5-10 years of proven related experience in a unionized environment.
• Knowledge of federal and state labor laws and regulations.

COMPUTER SKILLS REQUIRED:

• Strong computer skills using Microsoft Office (Word, PowerPoint, Excel, Outlook); comfortable and proficient using audio video platforms (i.e., TEAMS, Zoom).
• Experience doing a variety of reporting and analysisrequired.
• Experience using Human Resource Information Systems (HRIS)- Dayforce experience preferred but not required.

VISUAL AND MANUAL DEXIERITY:

• The candidate should be able to read paper and electronic documents and perform significant data entry into various computer programs.
• Limited applications of manual dexterity and hand-eye coordination.

WORK ENVIRONMENT/ PHYSICAL EFFORT:

• The offices at Jewish Board are accessible in accordance with the ADA.
• To perform the essential functions of this job, the candidate is routinely required to sit (85% of the time) and stand (15% of the time).
• Hybrid work setting; Position entails a combination of in person and remote work
• Allocation of time and locations to be developed in collaboration with Deputy Chief People Officer and is based on the needs of the programs
• Travel required between program locations and other Jewish Board sites.

We respect diversity and accordingly are an equal opportunity employer that does not discriminate on the basis of race, color, creed, religion, national origin, alienage, citizenship status, age, disability, sex, gender, gender identity or expression (including transgender status), sexual orientation, marital status, partnership status, veteran status, genetic information, or any other status protected by applicable federal, state, or local law.

This applies with respect to recruiting, hiring, placement, promotion, transfer, training, compensation, termination, assignments, benefits, employee activities, access to facilities and programs, and all other terms and condition of employment as well as general treatment during employment.

We will endeavor to make a reasonable accommodation to the known physical or mental limitations of qualified employees with disabilities, without regard to any protected classifications, unless the accommodation would impose an undue hardship on the operation of our business. Any employees who need assistance to perform their job duties because of a physical or mental condition should contact human resources.