Associate Director of Labor Relations

New Yesterday

Reporting to the Associate Vice President of Labor and Employee Relations, the Associate Director of Labor Relations is responsible for delivering strategic labor and employee relations initiatives that support workforce planning, learning and development, employee engagement, talent management and performance management. This position administers a positive, effective, and system-wide labor and employee relations program that promotes constructive labor relations strategies. The role requires strong judgment, discretion, and the ability to work both independently and collaboratively with the labor team to support schools, colleges, and administrative units.
The Associate Director will provide counsel on employee relations matters: performance management, promotion, discipline, and termination. Collaborate with the leave administrator, risk management, equal opportunity to administer leaves, reasonable accommodations, and workers’ compensation. Design, deliver professional training to promote professional staff development. Participate in grievance and arbitration process; periodically serve as hearing office for union grievances. Receive employee complaints, conduct investigations, prepare reports.
The Associate Director will work closely with the AVP to negotiate contracts and will serve as a subject matter expert on the interpretation and administration of collective bargaining agreements. Education and Experience Bachelor’s degree. (Preferably in Human Resources, Industrial Labor Relations, or a related field) Master’s degree preferred.
4-6 years, experience in HR, labor and/or employee relations, or related work. Experience in labor and/or employee relations in an academic setting, desirable.
Significant experience in labor and employee relations, including administering collective bargaining agreements.
Demonstrated ability to negotiate labor contracts and serve as a subject matter expert in labor relations.
Strong knowledge of employment law, labor relations practices, and HR compliance.
Excellent communication, problem-solving, and interpersonal skills.
Proven ability to manage multiple priorities, work independently, and contribute effectively as part of a team.
Experience in conducting investigations, preparing comprehensive reports, and providing recommendations.
Ability to design and facilitate professional training programs. Skills and Knowledge Human Resources and/or labor relations experience, or legal experience in labor and/or employment law.
Knowledge of key employment and labor laws (e.g. FLSA, FMLA, NLRA, ADA, NY PFL, EEOC Regs. etc.)
Excellent interpersonal skills and an ability to work collaboratively across levels
Ability to partner with and influence senior leadership.
Proactive self-starter; is adept at finding creative solutions to challenging issues.
Skilled at conflict resolution, informal mediation and negotiation.
Must be detail-oriented, adept at multi-tasking, able to prioritize effectively, and work efficiently in a deadline driven environment.
Ability to work independently but also function as part of a team.
Exceptional writing, critical thinking and analytical skills.
Ability to maintain confidentiality of sensitive information.
Ability to conduct confidential workplace investigations and prepare detailed, well written investigation reports.
Proficiency in using PowerPoint; Microsoft Office Products, and particularly Outlook, Word, Visio, and Excel; ability to run Hyperion data queries.
Demonstrated ability to influence others across levels. Responsibilities With broad latitude for independent judgment, interpret, implement and administer the CBAs of the university’s unions. Cultivate effective, trusted relationships with University representatives and bargaining unit representatives. Utilizing critical thinking and fact-based analysis, provide advice and counsel for front line supervisors and managers regarding issues arising in the context of the employment relationship, collective bargaining agreements, HR policy, benefits and compensation. Provide counsel to University management on employee relations matters including performance management, promotion, employee discipline for union employees, as well as promotion and transfer, salary increases, and termination. Develop and implement training for supervisors and managers; may also create training for line employees. Ensure compliance and consistent interpretation and application of University policies and collective bargaining agreement provisions. May supervise Labor Relations Specialists/Senior Specialists, or provide guidance to them. Draft/update department policies and protocols as needed.
Conduct confidential investigations of employee complaints. Serve as a subject matter expert on union/management rights and application of the collective bargaining agreements, as well as a wide variety of subjects arising within the context of the employment relationship. May address employee relations concerns for supervisory staff. Prepare and maintain written reports of interviews and investigations. Maintain ongoing labor relations case report. Provide guidance and partnership to department management on departmental restructure and organization while adhering to the CBA. Escalates critical issues/concerns to the Director of Labor Relations in a timely manner.
In accordance with the provisions of the respective collective bargaining agreements, perform recruitment and staffing functions including review, approval, and posting of union jobs; approval of search or other waivers; and certification of candidate outcomes for union positions. Partner with the Talent Management Team and department leadership in the sourcing and recruitment of non-union personnel for positions located in bargaining unit areas. Ensure compliance of unionized staff in university-wide and required legal initiatives, e.g. sexual harassment training etc.
Research, analyze, and prepare strategic documents and presentations in preparation for collective bargaining negotiations; participate in union contract negotiations. Run system queries, including salary reports, to prepare documentation for collective bargaining etc.; prepare Excel and other reports to demonstrate labor relations metrics; prepare spreadsheets for analysis and benchmarking, and other reports as required. Utilize HR personnel management system to run reports, research personnel info etc.
Carry out functions relating to maintenance of the labor-management relationship: Investigate and respond to grievances; facilitate early grievance resolution when possible. Prepare and defend documentation for 3rd step grievances and arbitration. In the absence of the Director of Labor Relations, may serve as hearing officer. In the absence of Labor Relations Specialist, may conduct union employee orientation for new bargaining unit employees, and disseminate critical information including specific policies and processes. Collaborate with HR Business partners to resolve strategic departmental issues. Physical Requirements Not Applicable Tools/Equipment Not Applicable
Location:
Syracuse
Job Type:
FullTime

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