Valley Medical Center
Director of Employee & Labor Relations
Valley Medical Center, Renton, Washington, United States, 98056
Job Title:
Director of Employee & Labor RelationsReq:
2024-1082Location:
VMC Main CampusDepartment:
Human ResourcesType:
Full TimeCity State:
Renton, WASalary Range:
Min $164,249 - Max $246,373/annual DOEJob Overview:
Plays key leadership role in managing the organization's employee and labor relations programs and initiatives. Supervises and provides direction to the HR Business Partners, Leave Administration and partners with Workers' Comp Leave Administrator, and Employee Health for accommodations, return to work and light duty assignments. Advises and counsels directors, managers, supervisors, and employees on a broad spectrum of labor and employee relations areas: employee recognition programs, union contract interpretations/negotiations, grievance adjudication, exit interview process, progressive discipline, leave of absence and workers' compensation administration, leadership development programs related to employment laws and policy compliance, Human Resources policy interpretation, and regulatory compliance (i.e. employment law, wage and hour compliance, Joint Commission and Department of Health compliance, workers' compensation, unemployment compensation and leave of absence).
Prerequisites:
Bachelor's degree in Business Administration, Human Resources, or related field, required. Master's Degree preferred. An equivalent combination of education and relevant experience may substitute degree requirement.
Three (3) years of progressive HR experience in a health care environment preferred.
Five (5) years of direct employee and labor relations experience, preferably in a healthcare environment including participation in grievance and resolution processes required.
Five (5) years of experience with union contract negotiations, including participating as negotiator or core member of the management bargaining team required.
Three (3) years of management or supervisory experience required.
Strong working knowledge of multiple human resources disciplines including employee and labor relations, diversity, performance management, organizational assessments, Federal and State employment laws required.
Proven experience writing and revising employee policies is required.
SPHR or PHR, or SHRM certification preferred.
Qualifications:
Ability to communicate effectively in writing and verbally with employees, management, and the public.
Strong interpersonal skills: ability to develop strong positive working relationships with employees, managers, and peers.
Strong strategic thinker.
Proactive, self-directing and takes initiative.
Excellent consulting skills.
Experience with HRIS, timekeeping and applicant tracking platforms. Required.
Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification.
Performance Responsibilities:
Formulates and recommends programmatic goals and objectives for all areas of employee relations including employee recognition programs, corrective action processes, leave of absence management, workers' compensation administration, investigation procedures, ADA/FMLA compliance with state and federal statutes and laws, and employee assistance programs.
Formulates and administers labor relations practices that promote a positive working relationship with labor unions where possible. Represents management in union contract negotiations, grievance proceedings, arbitrations, and other legal matters. Develops and implements effective employee/labor relations practices.
Identifies and promotes effective employee-management relationship building strategies.
Advises and counsels management on effective change management strategies involving acquisitions, divestitures, position consolidations, job restructuring and staff rebidding.
Effectively manages the department budget (in concert with the Director of Compensation & Benefits). Identifies strategies to manage labor costs effectively.
Oversees the workers' compensation and unemployment compensation programs and effectively manages the expenses associated with these programs.
Analyzes turnover metrics to identify the causes and identify strategies to reduce turnover.
Oversees and delegates the appropriate staff to the investigation and resolution of legal matters including those related to the Public Employment Relations Commission (PERC).
Consults with management and staff on interpretation of policies and procedures and makes recommendations for updates and revisions as necessary.
Responsible for implementation of HR policies; particularly those relating to wages, hours and working conditions to ensure compliance with labor contracts and legal requirements.
Accountable for compliance with HIPAA privacy/security policies and maintains the confidentiality of others as appropriate and necessary.
Conducts employee relations audits to identify opportunities for improvement. Takes action to correct any identified violations.
Investigates (or directs the investigation) for allegations involving discrimination, harassment, workplace violence, ADA/FMLA non-compliance, etc., effectively and on a timely basis.
Provides updates to Human Resources staff on changes to employment laws and employment related regulations. Provides direction to the HR Business Partners to ensure organization-wide consistency in the interpretation and application of HR policies. Advises management on employment related policy changes.
In conjunction with Organizational Development and Leadership (ODL), identifies and implements leadership development programs on supervisory management training related to employee and labor relation matters, wage, and hour compliance, ADA, FMLA, workers' compensation and other regulatory compliance matters.
Oversees exit interview processes to ensure existing employees are given the opportunity to provide feedback on their experience while working at VMC.
Provides quarterly (or as needed) reports on workers' compensation claims, trends, and strategies to reduce the severity and frequency of workers' compensation claims experiences.
Oversees leave of absence programs and reports on experience/trends on a quarterly basis (or as needed).
Provides consultation and collaboration with Employee Health and Workplace Safety to ensure accommodations, light duty assignments and return to work take place in conjunction with HRBP's and Leave Administrators.
Represents the department at appropriate internal, external and workgroup meetings.
Performs all job functions in a manner consistent with Valley's cultural expectations defined as Valley Values. These characteristics include quality performance, demonstrating compassion, respect, teamwork, community-centered awareness, and innovation.
Actively participates as a member of the VMC Leadership Team.
Completes additional projects and duties as assigned.
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Director of Employee & Labor RelationsReq:
2024-1082Location:
VMC Main CampusDepartment:
Human ResourcesType:
Full TimeCity State:
Renton, WASalary Range:
Min $164,249 - Max $246,373/annual DOEJob Overview:
Plays key leadership role in managing the organization's employee and labor relations programs and initiatives. Supervises and provides direction to the HR Business Partners, Leave Administration and partners with Workers' Comp Leave Administrator, and Employee Health for accommodations, return to work and light duty assignments. Advises and counsels directors, managers, supervisors, and employees on a broad spectrum of labor and employee relations areas: employee recognition programs, union contract interpretations/negotiations, grievance adjudication, exit interview process, progressive discipline, leave of absence and workers' compensation administration, leadership development programs related to employment laws and policy compliance, Human Resources policy interpretation, and regulatory compliance (i.e. employment law, wage and hour compliance, Joint Commission and Department of Health compliance, workers' compensation, unemployment compensation and leave of absence).
Prerequisites:
Bachelor's degree in Business Administration, Human Resources, or related field, required. Master's Degree preferred. An equivalent combination of education and relevant experience may substitute degree requirement.
Three (3) years of progressive HR experience in a health care environment preferred.
Five (5) years of direct employee and labor relations experience, preferably in a healthcare environment including participation in grievance and resolution processes required.
Five (5) years of experience with union contract negotiations, including participating as negotiator or core member of the management bargaining team required.
Three (3) years of management or supervisory experience required.
Strong working knowledge of multiple human resources disciplines including employee and labor relations, diversity, performance management, organizational assessments, Federal and State employment laws required.
Proven experience writing and revising employee policies is required.
SPHR or PHR, or SHRM certification preferred.
Qualifications:
Ability to communicate effectively in writing and verbally with employees, management, and the public.
Strong interpersonal skills: ability to develop strong positive working relationships with employees, managers, and peers.
Strong strategic thinker.
Proactive, self-directing and takes initiative.
Excellent consulting skills.
Experience with HRIS, timekeeping and applicant tracking platforms. Required.
Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification.
Performance Responsibilities:
Formulates and recommends programmatic goals and objectives for all areas of employee relations including employee recognition programs, corrective action processes, leave of absence management, workers' compensation administration, investigation procedures, ADA/FMLA compliance with state and federal statutes and laws, and employee assistance programs.
Formulates and administers labor relations practices that promote a positive working relationship with labor unions where possible. Represents management in union contract negotiations, grievance proceedings, arbitrations, and other legal matters. Develops and implements effective employee/labor relations practices.
Identifies and promotes effective employee-management relationship building strategies.
Advises and counsels management on effective change management strategies involving acquisitions, divestitures, position consolidations, job restructuring and staff rebidding.
Effectively manages the department budget (in concert with the Director of Compensation & Benefits). Identifies strategies to manage labor costs effectively.
Oversees the workers' compensation and unemployment compensation programs and effectively manages the expenses associated with these programs.
Analyzes turnover metrics to identify the causes and identify strategies to reduce turnover.
Oversees and delegates the appropriate staff to the investigation and resolution of legal matters including those related to the Public Employment Relations Commission (PERC).
Consults with management and staff on interpretation of policies and procedures and makes recommendations for updates and revisions as necessary.
Responsible for implementation of HR policies; particularly those relating to wages, hours and working conditions to ensure compliance with labor contracts and legal requirements.
Accountable for compliance with HIPAA privacy/security policies and maintains the confidentiality of others as appropriate and necessary.
Conducts employee relations audits to identify opportunities for improvement. Takes action to correct any identified violations.
Investigates (or directs the investigation) for allegations involving discrimination, harassment, workplace violence, ADA/FMLA non-compliance, etc., effectively and on a timely basis.
Provides updates to Human Resources staff on changes to employment laws and employment related regulations. Provides direction to the HR Business Partners to ensure organization-wide consistency in the interpretation and application of HR policies. Advises management on employment related policy changes.
In conjunction with Organizational Development and Leadership (ODL), identifies and implements leadership development programs on supervisory management training related to employee and labor relation matters, wage, and hour compliance, ADA, FMLA, workers' compensation and other regulatory compliance matters.
Oversees exit interview processes to ensure existing employees are given the opportunity to provide feedback on their experience while working at VMC.
Provides quarterly (or as needed) reports on workers' compensation claims, trends, and strategies to reduce the severity and frequency of workers' compensation claims experiences.
Oversees leave of absence programs and reports on experience/trends on a quarterly basis (or as needed).
Provides consultation and collaboration with Employee Health and Workplace Safety to ensure accommodations, light duty assignments and return to work take place in conjunction with HRBP's and Leave Administrators.
Represents the department at appropriate internal, external and workgroup meetings.
Performs all job functions in a manner consistent with Valley's cultural expectations defined as Valley Values. These characteristics include quality performance, demonstrating compassion, respect, teamwork, community-centered awareness, and innovation.
Actively participates as a member of the VMC Leadership Team.
Completes additional projects and duties as assigned.
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