Director, Labor Relations

Overview

Is this the role you are looking for If so read on for more details, and make sure to apply today.

As the cornerstone of policy interpretation and application at VNS Health, the Director of Labor Relations is the linchpin supporting managers in navigating the intricate landscape of employee and labor relations with finesse and precision.

This role orchestrates collaboration and fosters robust relationships with union delegates and representatives to cultivate mutual understanding and synergy.

Additionally, this role oversees disciplinary actions and discharges while ensuring grievances and complaints are investigated and determinations of outcomes are made and communicated.

The Director of Labor Relations must have a keen eye for detail and strategic acumen to collaborate closely with the broader HR team, legal experts, and compliance officers to pioneer innovative policies and navigate employment regulations that set standards for excellence.

Compensation :

$137,800.00 - $183,800.00 Annual

What We Provide

• Generous paid time off (PTO), starting at 30 days of paid time off and 9 company holidays
• Health insurance plan for you and your loved ones, Medical, Dental, Vision, Life and Disability
• Employer-matched 401k retirement saving program and opportunity for both pre- and post-tax contribution
• Personal and financial wellness programs
• Pre-tax flexible spending accounts (FSAs) for healthcare and dependent care and commuter transit program
• Generous tuition reimbursement for qualifying degrees

What You'll Do

Union Relations

• Develop, nurture and maintain relationships with unions, including employee representatives, union officers, outside counsel, arbitrators, union funds trustees and representatives, and others impacting labor and employee relations.
• Serve as the primary liaison between VNS Health and union representatives, facilitating open communication and resolving issues effectively.

Communication

• Cultivate a culture of open communication by engaging with staff at all levels, including union representatives and department heads, to identify workplace issues and opportunities for improvement.
• Drive the development and execution of targeted training programs in Human Resources, Talent & Learning, and Employee Relations, enhancing organizational competency and fostering continuous growth.

Compliance

• Conduct thorough internal investigations into employee complaints, ensuring compliance with company policies and regulations, and provide recommendations to leadership.
• Collaborate with HR, Compliance, and Legal teams to address third-party legal actions, strategizing responses and providing support throughout legal proceedings.

Grievance

Manage grievances filed in accordance with collective bargaining agreements. Coach and direct leaders responsible for hearing and making determinations at first step hearings;

conduct hearings for grievances at final internal step, making recommendations to business leaders on outcomes and resolutions.

Consult with HR leaders, Compliance, and Legal, as needed.

Review settlement offers, negotiate terms, and ensure fair and equitable resolutions in consultation with HR, Compliance, and Legal teams.

Transitions

• Direct staff transitions, including reductions in force and job eliminations, in alignment with collective bargaining agreements and organizational needs.
• Support Collective Bargaining Agreement negotiations by identifying issues, researching changes, and preparing for potential actions as a member of the negotiating committee.

Policy Development Liaison

• Partner with Legal and HR leaders to develop and implement new HR policies and procedures, ensuring alignment with legal requirements and organizational objectives.
• Participate in the evaluation of staff performance, hiring decisions, and budget development to maintain operational excellence and strategic alignment.

Qualifications

• Hybrid schedule with a 3-day requirement in NYC Office
• Bachelor’s degree in human resources management or a related field or the equivalent work experience required
• Master’s degree in human resources, Labor Relations, Business Administration, or related field preferred
• Juris Doctorate highly preferred
• Minimum seven years Human Resources experience, which includes five years of professional level Employee Relations experience in a unionized environment
• Prior experience in the interpretation of personnel policies, procedures, and contracts, hearing and resolving grievances

J-18808-Ljbffr