Mgr Assoc&Labor Rel (BHS) at Beacon Health System – Granger, Indiana

In collaboration with, and under the direction of the Executive Director, Talent & Organizational Development is responsible for coordinating and directing the Associate / Labor Relations programs and functions. As an integrated resource to the hospital leadership team, responsible for leading the employee relations activities according to established guidelines and sound administrative practices.

• MISSION: We deliver outstanding care, inspire health, and connect with heart.
• VALUES: Trust. Respect. Integrity. Compassion.
• SERVICE GOALS: Personally connect. Keep everyone informed. Be on their team.

Formulates and recommends program goals and objectives in all areas of Employee/ Labor Relations by:

• Developing, implementing and administering (through a variety of techniques such as monthly meetings) the management-labor relations area, in an effort to improve labor relations.
• Ensuring the company is in compliance with the Collective Bargaining Act.
• Investigating problems, such as: working conditions, disciplinary actions, and employee and applicant appeals and grievances.
• Providing education and guidance to managers/directors on proper documentation and legal requirements for discipline and termination procedures.
• Preparing and presenting required special reports.
• Assisting directors/managers with employee/labor issues by evaluating or reviewing evaluations of performance on all applicable employees, and providing meaningful input on termination, disciplinary, and other actions of all assigned personnel.

Plans and manages the daily activities of the Employee/Labor Relations area of Human Resources by:

• Supervising and providing direction to subordinate staff engaged in employee and labor relations, including interpretation of the personnel policies and procedures.
• Ensuring effective working relationships between the Employee/Labor Relations and the Administrative staff, Department Directors and other supervisory/management staff.
• Establishing priorities related to workload and monitoring staff assignments. Also coordinating work schedules and vacation requests in order to meet the needs of the staff and the department.
• Interviewing, hiring, scheduling, training, and supervising the staff; ensuring that each new staff member receives a comprehensive orientation.
• Preparing and conducting performance evaluations for assigned staff and recommending appropriate actions regarding performance (e.g., when necessary, coaching, disciplining, and rewarding staff).
• Communication with the staff on a regular basis to ensure they have the information regarding operational procedures that are necessary for them to effectively perform their responsibilities.
• Communicating procedural and informational changes relative to the functions of the Employee/Labor Relations to staff.
• Developing, recommending, and implementing Employee/Labor Relations policies and procedures in conjunction with departmental and organizational objectives and all applicable legal requirements.

Performs other functions to maintain personal competence and contribute to the overall effectiveness of the department by:

• Completing other job-related assignments and special projects as directed.
• Developing long-term and short-term goals and objectives for areas of responsibility.
• Ensuring that the staff fulfills their duties according to established departmental policies and procedures.

Leadership Competencies

• Drives Results - Consistently achieving results, even under tough circumstances.
• Customer Focus - Building strong customer relationships and delivering customer-centric solutions.
• Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Collaborates - Building partnerships and working collaboratively with others to meet shared objectives.
• Communicates Effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.

Associate complies with the following organizational requirements:

• Attends and participates in department meetings and is accountable for all information shared.
• Completes mandatory education, annual competencies and department specific education within established timeframes.
• Completes annual employee health requirements within established timeframes.
• Maintains license/certification, registration in good standing throughout fiscal year.
• Direct patient care providers are required to maintain current BCLS (CPR) and other certifications as required by position/department.
• Consistently utilizes appropriate universal precautions, protective equipment, and ergonomic techniques to protect patient and self.
• Adheres to regulatory agency requirements, survey process and compliance.
• Complies with established organization and department policies.
• Available to work overtime in addition to working additional or other shifts and schedules when required.

Commitment to Beacon's six-point Operating System, referred to as The Beacon Way:

• Leverage innovation everywhere.
• Cultivate human talent.
• Embrace performance improvement.
• Build greatness through accountability.
• Use information to improve and advance.
• Communicate clearly and continuously.

Education and Experience

• The knowledge, skills and abilities as indicated below are normally acquired through the successful completion of a bachelor's degree in Human Resources Management, Business, or a related field. Master's degree in Human Resources Management/Labor Relations, Business, or Public Policy is preferred. A minimum of three years of experience at a management or senior administrative level with an emphasis on employee/labor relations is required.

Knowledge & Skills

• Requires a thorough knowledge of human resource management principles and practices, employee relations policies and procedures, labor laws and regulations, disciplinary procedures, union contract and grievance adjudication, and investigative techniques. Knowledge of immigration laws and processes is desired.
• Requires the ability to manage and administer a broad range of tasks, including resolving complaints, counseling managers and employees on the interpretation of policies, procedures, and union agreements.
• Requires the ability to utilize word processing, spreadsheet programs, and presentation graphics software to prepare written reports, correspondence, and presentations.
• Demonstrates the interpersonal and communication skills (both verbal and written) necessary to build positive working relationships, and to interact effectively with all levels of BHS personnel, attorneys, and union officials using the necessary persuasive and negotiation skills.

Working Conditions

• Works in an office environment.

Physical Demands

• Requires the physical ability and stamina to perform the essential functions of the position.