Director Employee amp Labor Relations

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Director, Employee & Labor Relations
Duties: Under the direction of the Assistant Vice Chancellor of Human Resources, plans, organizes and directs the day-to-day operations of the Employee and Labor Relations Group. Design, plan, implement and manage best-in-class Employee and Labor Relations practices, policies, and procedures. Manage and resolve employee relations and labor issues and complaints, provide mediation and conflict resolution services, coordinate formal and informal investigations including all Title IX investigations, recommend appropriate corrective actions, oversee the employee discipline and termination process and assist in developing, implementing and interpreting HR policies and procedures in the Employee and Labor Relations space. Administer the grievance process for both union and non-unit employees. Lead the Employee and Labor Relations Consultants (E/LRC) in providing strategic and consultative assistance to leaders and managers to assist them in meeting their business and organizational goals and objectives. Oversee and manage all aspects of the administration of leave programs to include FMLA and other forms of Leave of Absence and the HR Compliance and Risk Management function. Direct the delivery of advice, support and information to all employees, managers and directors on employee / labor relations issues, policy interpretation and the interpretation of employment law. Serve as a critical influencer in developing and driving the promotion and adoption of best practices in employee / labor relations and human resource policies, programs, and practices at UMMS. Provide expert advice and counsel on the fair and consistent application of policy and treatment of employees. Provide advice and guidance to both managers and the E/LRC’s in investigations of alleged misconduct or breach of University policies. Ensure consistent practices and decision making in employee / labor relations and performance disputes in order to mitigate risk and promote a professionally ethical work environment. Counsel UMMS leaders in resolving employee conflicts and attendance issues. Oversee the preparation of a response to complaints filed with the MCAD, EEOC or other relevant agencies and attends and/or testifies at hearings and arbitrations as appropriate. Directs and supervises the Senior Labor Strategy Consultant in the collective bargaining process for existing collective bargaining agreements. May assist in preparing analysis, draft language, identify management proposals. Mediate employee / labor relations problems by meeting with leaders, managers and employees to discover the root cause of the problem(s) and facilitate timely resolutions. Facilitate discussions between leaders and managers, employees and employee representatives regarding problems adversely affecting an employee’s performance. Supervise the analysis and evaluation of evidence in cases of disciplinary action, develop additional supportive evidence, background information and documentation and recommend appropriate disciplinary action for both union and non-unit employees. Coordinate formal and informal investigations including all UMMS Title IX investigations. Conduct investigations regarding allegations of discrimination and harassment in collaboration with the EEO office. Coordinate with the E/LRC’s, UMMS managers, DIO, EAP and UMMS legal counsel where warranted to minimize liability and litigation. Develop and monitor analytics to identify ER/ LR trends within a business unit via metrics reporting, case management systems and logs and provide trend information to UMMS managers and leaders. Coordinate layoffs, reallocation, or other reduction of force plans; ensure involved parties receive appropriate guidance, support and information. Direct and manage the preparation of employee separation notices and related documentation. Provide expert guidance on wage and hour questions, FMLA, ADA and other applicable employment laws when requested. Participate in the development and implementation of training programs including but not limited to employee performance management, corrective action, investigations, grievances, good employment practices, management responsibilities, etc. Where needed, recommend training needs for employees and managers at all levels concerning HR policies, EEO compliance and diversity initiatives based upon ER trend analysis.

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