Employee Labor Relations Manager

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Employee Labor Relations Manager
Responsibilities: Directly performs day-to-day labor relations activities, including contract administration, 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. 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 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.. Employee Appeal Procedure: Acts as hearing officer and investigator for union and non-union formal and informal grievances, functioning as a mediator where appropriate. Diversity & EEO compliance: Oversees all required diversity-related reporting (e.g., AAP, EEO-1 report, VETS-100 report), including supporting the development and implementation of action plans. Reviews/analyzes employee litigation to identify trends and develop recommendations to reduce litigation risks. Oversees the general coordination of discovery responses, including coordinating discovery responses for assigned business units. Conducts investigations of discriminatory/harassment allegations as needed. 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.

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