Note: The job is a remote job and is open to candidates in USA. Stanford Medicine Children's Health provides family-centered pediatric care through advanced technologies, breakthrough discoveries, and a dedicated caregiving team. The Labor Relations Consultant advises management and staff on labor relations policies, collective bargaining agreements, employment laws, grievances, investigations, corrective action, compliance, and union-related matters.
Responsibilities
- Works with HR Centers of Expertise (COEs) and HR business partners (HRBPs) to deliver solutions on labor relations issues by providing consultation on labor relations matters (e.g., performance management, employee discipline issues, bargaining, etc.); conducting research and providing advice and assistance on regulations at the State and Federal level; administering collective bargaining agreements; Provides guidance to front line managers, HR COEs, HRBP and senior leadership regarding labor relations matters
- Administers grievances based on collective bargaining agreements by collecting and analyzing quantitative and qualitative data; researching key business issues; identifying potential strategies with corresponding risk analysis; creating appropriate documentation; and providing input and recommendations for the creation of corrective action plans
- Provides guidance and assistance to supervisors/managers regarding interpretation, compliance, and enforcement of human resource policies and procedures, the collective bargaining agreement, State and Federal employment and National Labor Relations Act (NLRA). Provides guidance to management on corrective action, grievance and arbitration procedures for collective bargaining agreements
- Responds to grievances and conducts any investigation or fact gathering as needed, in addition to being the company's primary representative on day-to-day matters involving represented employees, union stewards, and other union contacts. Attends joint labor management meetings, contract negotiations, impact bargaining sessions, arbitrations, and other meetings, recording notes and following up on action items; Acts as a representative of the hospital in the settlement of informal and formal labor grievances. Assists in processing eligible requests for arbitration, makes necessary arrangements for hearing, attends and assists as necessary
- Handles and resolves escalations from HRBP of complex policy or collective bargaining agreement issues
- Provide legal guidance on implementation of new laws and regulations. Supports HR compliance by staying abreast of regulatory changes, conducting analysis on regulatory impacts and supporting the implementation of designated changes
- Interprets and administers all labor agreements and assists in resolving grievances, including serving as hearing officer for grievances. Confers with labor and management representatives to resolve employee disputes
- Conducts reporting of Organization's labor related employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and identifying needs for new metrics or reports
- Prepares witnesses and evidence to be used in disciplinary hearings, arbitration, or other legal matters
- Analyzes bargaining effects and communicates changes to union. Reviews policy and proposed policy changes for compliance with collective bargaining agreement and law, rule, and regulation
- Assists in the investigating complaints filed with State and Federal agencies such as the EEOC and NLRB
- Assesses need for, develops and delivers training on wide variety of Labor Relations topics and processes
- Represents Hospital in the appeals process to the Appeals Board for unemployment insurance claims including taking action that minimizes hospital unemployment insurance costs
- Evaluates employees (represented and non-represented) for rehire eligibility
- Participates in panel discussions for non-union grievance resolution process
Skills
- Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying
- **Education:** Bachelor's degree in a work-related discipline/field from an accredited college or university
- **Experience:** Five (5) years of progressively responsible and directly related work experience
- **Licensure/Certification:** None required
- * Ability to apply judgment and make sound decisions
- * Ability to conduct and maintain objectivity in EEO/legal/third party investigations
- * Ability to maintain confidentiality of sensitive information
- * Ability to plan, organize, prioritize, work independently and meet deadlines
- * Ability to solve complex problems and identify solutions in a customer-focused environment
- * Ability to work effectively both as a team player and leader
- * Ability to work effectively with individuals at all levels of the organization
- * Ability to foster effective working relationships and build consensus
- * A thorough working knowledge of State and Federal labor/employment laws (NLRA, ADA, Wage & Hour, FMLA/CFRA, CESLA, Workers Compensation, etc), including unemployment insurance required
- * Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR
- * Knowledge of principles and practices of Employee and Labor Relations and collective bargaining
- Graduation from an accredited School of Law with a Juris Doctorate (JD) degree preferred
- * Knowledge of the Healthcare industry and hospital regulatory matters preferred
Benefits
- Continuing education
- Remote work
Company Overview
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