Director, Labor Relations

POSITION SUMMARY: As the key strategic HR Labor Relations (LR) business partner and member of the leadership team, the Director of Labor Relations is responsible for all labor relations matters in his or her designated area. The Director of LR coordinates all activities in labor negotiations and has primary responsibility for labor contract administration, including but not limited to planning for, negotiating, and implementing collective bargaining agreement renewals. The Director proactively collaboratively interacts and consults with operational leadership and HR functional partners on a broad range of labor relations matters to ensure consistency of policy and process application and adherence, and compliance with collective bargaining agreement terms, including disciplinary actions, contract administration, and general methods of positive labor relations. Responsibilities include coordinating the Company's labor relations practices within its labor relations policies and strategies. This role manages union grievance adjudication, coordinates activities with the Federal Mediation and Conciliation Services (FMCS), and assists with representing the organization in arbitrations and in actions before the Commonwealth's and regional National Labor Relations Board (NLRB). The Director responds to and coordinates around union organizing activity and train managers on labor relations matters.

DUTIES AND RESPONSIBILITIES:

• Coordinates and Partners with operational leadership, Finance Business Partners (FBPs), and HR functional partners to:
  • Prepare and negotiate initial and renewal labor agreements in accordance with line of business and corporate mandates
  • Obtain alignment on negotiations strategy and direction
  • Draft and update contract proposals and counterproposals prior to and during negotiations
  • Negotiate and prepare Memoranda of Understanding (MOUs) as operational and business conditions necessitate interim or temporary modifications or additions to collective bargaining agreement terms and conditions
  • Prepare for, chair, and facilitate periodic labor-management meetings with each assigned collective bargaining unit
• In coordination with FBPs develops cost models for use during economic negotiations
• Finalizes settlements and prepares contract documents for final signature by the parties
• Prepares and distributes contract settlement summaries to operational leadership and HR functional partners
• Partners with outside labor counsel as needed with activities including but not limited to contract negotiations, actions involving the NLRB, general labor relations issues, proposed settlements, memoranda of understanding (MOUs), grievances, etc.
• Creates presentations and conducts training to inform operational leadership and HR functional partners regarding labor relations issues, terms of conditions of applicable collective bargaining agreements, and leadership practices within a unionized workforce
• In coordination with outside LR counsel, as applicable, manages and coordinates arbitration activities, grievances adjudication, and unfair labor practice (ULPs) charges including reviewing and finalizing responses
• Contributes to the development and improvement of company-wide standardized practices, processes, and forms
• Collaborates with counsel, as needed, operational leadership, and HR functional partners to ensure labor relations legal compliance by reviewing federal, state, and local regulatory requirements and disseminating, explaining, and consulting regarding those requirements
• Manages union contracts and is responsible for developing and maintaining collaborative working relationships with local and regional union leadership and agents
• In coordination with corporate leadership, prepares for and assists operational leadership in dealing with potential labor disputes, strikes, work stoppages, and other concerted activity, including advising on appropriate courses of action involving satisfactory resolution of disputes, security issues, employee concerns, and media/public relations considerations
• Partners with each Elwyn affiliate's operational leadership and HR business partners in ensuring best practices and consistency of negotiated terms and conditions of collective bargaining units and provides assistance and consultation on day-to-day labor relations matters, including but not limited to grievances, arbitrations, MOUs, agreements, ULP charges, development and finalization of conciliation agreements, etc.
• Provides insights on labor relations trends and patterns and translates them into proactive proposals
• Collaborates with all other departments including HR, Operations, Finance, Security, Corporate Communications, Legal and Risk Management, and Compliance, as needed and appropriate
• Works with external vendors to develop and deliver proposed labor relations-related services on-time and within budget
• Performs other duties as assigned or requested

IMMEDIATE SUPERVISOR: Executive Director, Strategic Human Resources Business Partnerships

CONTACTS: Elwyn executive management team; management staff; Elwyn employees; vendors; consultants; bargaining unit leaders, shop stewards, and business agents; labor and employment attorneys; state and regional governmental, community, and regulatory agency representatives (e.g. regional NLRB, FMCS)

EDUCATION/EXPERIENCE/SKILLS REQUIREMENTS:

• Bachelor's degree preferably in Human Resources Management, Industrial or Labor Relations, Public or Business Administration, Industrial/Organizational Psychology, Legal Affairs, Contract Management, or related fields; master's degree preferred. In lieu of a degree, high school diploma with human resources certification (any of the following: Certified Labor Relations Professional (CLRP), PHR/SPHR/SHRM-CP/SHRM-SC) and the equivalent relevant work experience
• Ten (10) years of demonstrably increasing responsibility in labor relations or similar multi-contract, multi-union negotiations, including first chair experience in leading labor and collective bargaining agreement negotiations; three (3) years of leadership experience
• Certifications in collective bargaining, labor relations, or advanced labor relations preferred
• Demonstrated knowledge and experience with:
  • Development of labor relations and related human resources initiatives, programs and processes, and proven project management experience
  • Coaching and counseling managers on complex labor relations matters
  • Handling sensitive employee and labor relations matters; experience responding to NLRB and any other applicable administrative labor agency claims
  • Vendor selection and management
  • Training development and delivery preferred
• Working knowledge of workplace safety, workers compensation, OSHA preferred
• Experience in not-for-profit business preferred
• Demonstrated ability to work effectively as part of a team
• Ability to work in a fast-paced environment and manage and prioritize multiple, often competing, priorities across business units
• Demonstrated strong attention to detail
• Demonstrated strong time management and organizational skills
• Demonstrated excellent judgment with the ability to independently solve problems and make decisions with little or no need for direct supervision
• Demonstrated ability to anticipate future needed changes or identify problem areas and take effective actions
• Must possess excellent customer interaction, collaboration, presentation, and written and verbal communication skills
• Demonstrated advanced knowledge and interpretation of the National Labor Relations Act
• Thorough knowledge of employment and labor principles, practices, and applicable regulations
• Demonstrated leadership, change management, and success in planning, leading and driving change in a large organization while meeting or exceeding business objectives
• Demonstrated business savvy to effectively communicate and work with other executives and leaders in support of achieving business goals
• Deep understanding of the financial aspects of labor relations, including wage and benefits costing and monetizing processes
• Intermediate level or better proficiency in Microsoft Word, Excel, Outlook, and PowerPoint; (HRMS) and HR system platform experience, preferably with ADP HRMS Enterprise, Enterprise eTime Time and Labor Management preferred
• Must have current, valid driver's license in state of residence, three (3) years driving experience in the United States, and acceptable driving record

PHYSICAL DEMANDS/ENVIRONMENTAL PROFILE: See Physical Demands Checklist below which represents the general physical demands and environment conditions to which the employee holding this position must meet, in addition to the duties and responsibilities listed above, to successfully perform the essential functions of this job. Elwyn will engage otherwise qualified candidates for this position whose disabilities may require reasonable accommodations to enable an individual to perform the essential functions.

Elwyn reserves the right to revise or change job duties and responsibilities as needed. This job description is not intended to be an all-inclusive statement of duties and responsibilities of the job nor does it constitute a written or implied contract.

Elwyn is an Equal Opportunity Employer. Elwyn does not discriminate on the basis of race, color, religion, creed, ancestry, pregnancy status, medical condition, gender, gender identity or expression, genetic information, sexual orientation or identity, age, national origin, citizenship, handicap status, marital or family status, mental or physical disability, perceived disability, military or veteran status, political activities or affiliations, or any other characteristic protected under applicable federal, state or local law, ordinance, or regulation.