Director Employee and Labor Relations - WVU Hospitals — Ruby Memorial Hospital : Job Details

Job Profile Summary

This position develops and leads the Human Resources team in the areas of employee and labor relations and provides support in the areas of organizational and performance management for aligned hospitals and service lines. Responsible for developing a philosophy for managing the human resource function to reflect best practices in alignment with the WVU Medicine organizational mission. In conjunction with the VP, Human Resources, provides leadership and oversight to a team of HR professionals and articulates Human Resources needs and plans to the executive management and leadership teams.

Job Description

Job Description

MINIMUM QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Bachelor's degree in human resources, industrial relations, business administration, organizational development or related field.

EXPERIENCE:

1. Eight (8) years of Human Resources experience with at least 5-7 years of prior leadership/people management experience.

2. West Virginia state and Federal criminal background check required for DHHR WV CARES regulated area.

3. Have Title IX Coordinator and Investigator Certification or obtain within 6 months of hire.

PREFERRED QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Master's degree in human resources, industrial relations, business administration, or related field.

2. Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRMSCP certification desirable and preferred.

EXPERIENCE:

1. Prior experience and knowledge of Joint Commission and other regulatory standards in the healthcare industry.

2. Five (5) years of employee relations experience including performance management, discipline, terminations and managing investigations, preferably in healthcare.

3. Five (5) years of experience in Labor Relations including grievances, arbitrations, contract negotiations and experience working with union leadership.

4. Knowledge of federal and state laws, regulations and rulings of governmental agencies including but not limited to FLSA, EEO, OSHA, Unemployment and Workers' Compensation.

5. Prior experience developing policies, procedures and HR programs.

CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an all-inclusive list of all responsibilities and duties. Other duties may be assigned.

1. Assists with leading the development of service-oriented Human Resources strategies and programs in support of the overall business plan and strategic direction of the organization.

2. Manages the HR professional staff while assisting them in defining and achieving their operational and management goals and performance objectives. Assess, inspire and develop an HR team to create an innovative HR function that supports the organization.

3. Prepares and develops negotiation strategies; negotiates, in partnership with the legal team, initial and renewal labor agreements in accordance with line of business and corporate mandates.

4. Coordinates with operations managers, HR partners and regional leadership to obtain alignment on negotiations strategy and direction.

5. Trains managers on proper employee and labor relations protocols.

6. Participates in dispute resolution to avoid expensive litigation, and other business disruptions

7. Manages union contracts and is responsible for developing and maintaining relationships with union leadership and agents.

8. Prepares for and assists operations managers and regional leadership in dealing with potential labor disputes, 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.

9. Serves as a trusted advisor to management and employees on matters related to workplace concerns, conflict resolution, and organizational culture.

10. Leads and manage complex employee relations investigations, including complaints of harassment, discrimination, policy violations, and other workplace issues.

11. Provides expert guidance to managers on addressing performance and behavioral issues, including recommending appropriate corrective actions or disciplinary measures.

12. Ensures disciplinary actions are consistent with organizational policies, employment laws, and best practices.

13. Develops, reviews, and updates HR policies related to employee relations, workplace conduct, and discipline.

14. Collects and analyzes data on employee relations cases, investigations, and disciplinary actions to identify patterns and make data-driven recommendations for improvement.

15. Partners with legal counsel to ensure all employee relations actions and investigations are compliant with labor laws and minimize organizational risk.

16. Provides leadership, feedback, and oversight for WVU Medicine HR programs and policies, ensuring that they are current, competitive, within financial constraints, and in compliance with legal requirements.

17. Works directly with Recruiters, Human Resources Business Partners, and HR Shared Services staff in the creation and achievement of strategic goals and risk management for the organization. Drives projects to completion

18. Provides input to the overall operating budget with direction of the VP, Human Resources. 19. Serves as Title IX coordinator collaborating with West Virginia University Human Resources on Title IX investigations.

20. Works closely with staff to assist them in defining and achieving their operational and management goals and performance objectives.

21. Monitors human resources indicators to identify problem areas and make recommendations to address deficiencies that will help better support the organization.

PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Standard office environment

SKILLS AND ABILITIES:

1. Must possess strong leadership, communication, and team building skills.

2. Must possess excellent verbal and written communication skills.

3. Ability to execute initiatives across a complex organization.

4. Demonstrated ability to serve as a trusted business partner with a strong business acumen and independent judgment.

5. Possess strong business acumen and the ability to identify correlations between Talent initiatives and business outcomes.

6. Knowledge of federal and state laws, regulations and rulings of governmental agencies including but not limited to FLSA, EEO, OSHA, Unemployment and Workers' Compensation