Labor Relations Consultant

Overview

The organization is seeking a Labor Relations Consultant to provide guidance to management and staff on the administration of labor relations policies and complex labor relations matters. This role includes interpretation and enforcement of labor relations matters, collective bargaining agreements, and state and federal laws; review and counsel on corrective action; investigation of complex employee grievances and complaints; research on EEO/DFEH and NLRB matters; and support to legal counsel.

Responsibilities

• Consult with HR Centers of Expertise (COEs) and HR business partners (HRBPs) to deliver solutions on labor relations issues, including performance management, employee discipline, and bargaining
• Conduct research and provide advice on State and Federal regulations; administer collective bargaining agreements
• Provide guidance to front line managers, HR COEs, HRBP, and senior leadership regarding labor relations matters
• Administer grievances under collective bargaining agreements by collecting and analyzing quantitative and qualitative data, researching business issues, identifying strategies with risk analysis, creating documentation, and supporting corrective action plan recommendations
• Advise supervisors/managers on interpretation, compliance, and enforcement of human resource policies and procedures, the collective bargaining agreement, State and Federal employment matters, and the National Labor Relations Act (NLRA)
• Provide guidance to management on corrective action, grievance, and arbitration procedures for collective bargaining agreements
• Respond to grievances, conduct investigations and fact gathering as needed, and serve as the primary representative on day-to-day matters involving represented employees, union stewards, and other union contacts
• Attend and support joint labor management meetings, contract negotiations, impact bargaining sessions, arbitrations, and other meetings; record notes and follow up on action items
• Represent the hospital in settlement of informal and formal labor grievances; assist with eligible requests for arbitration and necessary hearing arrangements
• Handle and resolve escalations from HRBP involving complex policy or collective bargaining agreement issues
• Provide legal guidance on implementation of new laws and regulations; stay current on regulatory changes, analyze regulatory impacts, and support implementation
• Interpret and administer all labor agreements; assist in resolving grievances, including serving as hearing officer for grievances
• Prepare witnesses and evidence for disciplinary hearings, arbitration, or other legal matters
• Analyze bargaining effects and communicate changes to the union; review policy and proposed policy changes for compliance with the collective bargaining agreement and applicable law, rule, and regulation
• Support investigations of complaints filed with agencies such as EEOC and NLRB
• Assess training needs and develop and deliver training on a wide variety of Labor Relations topics and processes
• Represent the hospital in the appeals process to the Appeals Board for unemployment insurance claims, including actions that minimize hospital unemployment insurance costs
• Evaluate employees (represented and non-represented) for rehire eligibility
• Participate in panel discussions for non-union grievance resolution processes

Requirements

Minimum Qualifications

• Any combination of education and experience that is likely to provide the required knowledge, skills, and abilities, including possession of required licenses or certifications (if any)

Education

• Bachelor’s degree in a work-related discipline/field from an accredited college or university
• Graduation from an accredited School of Law with a Juris Doctorate (JD) degree preferred

Experience

• Five (5) years of progressively responsible and directly related work experience

Licensure/Certification

• None required

Knowledge and Skills

• 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 as both 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
• 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
• Knowledge of the Healthcare industry and hospital regulatory matters preferred

Compensation & Benefits

• Compensation is based on the level and requirements of the role.
• Salary within the organization’s ranges may be determined by education, experience, knowledge, skills, location, and abilities (as required by the role), as well as internal equity and alignment with market data.
• Typically, new team members join at the minimum to mid salary range.

Minimum to Midpoint Range (Hourly): $67.35 to $87.55

Location

Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.

Equal Opportunity

The organization values diversity and is committed to equal opportunity and non-discrimination in all policies and practices, including employment. Applicants are encouraged to apply regardless of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, disability, or the perception of any of the above. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.