Region Director Employee Labor Relations

Overview

CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.

S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.

S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection.

With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

Responsibilities

Job Summary / Purpose

Serves as the principal area leader on all labor and employee relations matters and activities occurring within the Service Area.

Partners with Service Area HR leaders to successfully implement system-wide initiatives and other assignments. Provides leadership to overcome the obstacles and challenges associated with implementing changes in a union environment and to navigate these challenges effectively.

Essential Key Job Responsibilities

1. Oversees, manages and directs all employee and labor relations matters and activities with the Service Area. Provides prompt advice to supervisors, managers and directors on the full range of labor and employee relations matters.

Utilizes influence skills to effectively position outcomes. Thinks ahead, rather than in an incident specific manner.

2. Collaborates closely with the Service Area Human Resources Leaders to execute, implement and oversee ongoing labor and employee relations activities and ensure they are consistent with the directives, strategy and policies established by the Human Resources Operations Leadership Council (HROLC) and other related councils.

3. Interprets collective bargaining agreements and policies while establishing and maintaining a collaborative relationship with the business agents and / or representatives.

Drafts proposals and counter-proposals and serves as spokesperson in bargaining at the facility and Service Area level. Looks for opportunities to improve inefficient legacy practices to improve efficiency, productivity and lower cost.

4. Conducts, directs, oversees and / or assists with employee investigations as needed and ensures consistency of employee corrective action.

Provides guidance on and reviews responses to grievances filed by employees and / or labor representatives. Identifies trends and develops effective strategies to reduce grievances, disputes, or Unfair Labor Practices (ULPs).

Qualifications

Minimum Qualifications

Required Education and Experience

Bachelor's Degree in Human Resources, Public Administration, Industrial / Labor Relations or closely related field.

Minimum of five years of experience of increasing responsibility in employee and labor relations preferably in multi-union environment.

Minimum of three years of management experience.

Required Minimum Knowledge, Skills, Abilities and Training

Knowledge of successful negotiation concepts and techniques; ability to negotiate successfully across the organization and with external vendors and clients in a constructive and collaborative manner.

Knowledge of the rights and obligations in the employee and employer relationship and ability to adhere to legal requirements when handling employee negotiations.

Knowledge of domestic and international laws governing employment, and the ability to interpret and take action on aspects of employment laws that impact the business.