Labor Relations Specialist | Grand Blanc Genesys Hospital

GENERAL SUMMARY:

This position will be located at Grand Blanc Genesys Hospital. In addition, will be responsible to provide support to other facilities and locations as needed. As a strategic partner, the Labor Relations Specialist provides HR and Labor Relations support to leaders and associates within their designated areas, on behalf of Henry Ford Health at multiple sites.

This support will include alignment of business objectives with employees and management in designated business units, complex/sensitive employee relations and investigations, active participation in the negotiations of collective bargaining agreements, manage grievance procedures to handle complaints from unionized employees, and advise operational managers on compliance with the collective bargaining agreements.

Labor Relations Specialist serves as a consultant to management on Human Resources and Labor Relations related issues while assessing and anticipating HR related needs. The Labor Relations Specialist formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. The Labor Relations Specialist maintains an effective level of business literacy about the business units' financial position, strategic plans, and external competition.

PRINCIPLE DUTIES AND RESPONSIBILITIES:

Business Operations Support

• Build strong working relationships across the organization and with the assigned regional leaders to facilitate alignment of business objectives with human resources programs and solutions to meet strategic goals. This may include regular site visits, business partner meetings, leadership team meetings and Labor Council meetings.
• Analyze trends, data and business operations to best collaborate with business leaders to develop effective business strategies to meet operational goals, increase productivity, and maintain employee engagement.

Labor Relations Support

• Provide day to day labor support across the organization.
• Promote a healthy labor-management relationship.
• Compile data on the economic proposals of both unions and management.
• Investigate and evaluate union complaints or arguments to determine viability.
• Investigate, evaluate and handle union employee grievances, unfair labor practices charges and advising on disciplinary actions.
• Schedule or coordinate the details of grievance hearings or other meetings.
• Prepare evidence for disciplinary hearings, including preparing witnesses to testify.
• Provide strategic advice and counsel to business unit leaders, HR professionals and operations managers and corporate stakeholders on labor law, compliance and union contractual obligations, with the support of corporate and line of business legal teams.
• Monitor company or workforce adherence to labor agreements.
• Propose resolutions for collective bargaining or other labor or contract negotiations.
• Assess risk levels associated with collective bargaining strategies.
• Negotiate collective bargaining agreements.
• Advise management on matters related to the administration of contracts or employee discipline or grievance procedures.
• Call or meet with union, company, or other interested parties to discuss labor relations matters, such as contract negotiations or grievances.
• Interpret contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.
• Mediate discussion between employer and employee representatives in attempt to reconcile differences.
• Prepare reports or presentations to communicate employee satisfaction or related data to management.
• Review and approve employee disciplinary actions, such as written reprimands, suspensions, or terminations.
• Review employer practices or employee data to ensure compliance with contracts on matters such as wages, hours, or conditions of employment.