Summary

SUMMARY: Under direction from the Director, Labor Relations, manages the activities and services of the Labor Relations staff; makes policy recommendation on Labor Relations matters; assists the Director in representing AHS in negotiations by serving as the first chair or second chair in labor negotiations; serves as Chief Advocate in arbitration hearings; review and compile in response to Requests for Information from the union; prepares presentations and/or memoranda for senior leadership; assists in various resolution processes and other relationships with employee organizations; in consultation with the Director and through Labor Relations Consultantsand HRBP's, provides technical advice to management and employees regarding the interpretation and implementation of various laws and agreements affecting terms and conditions of employment.

DUTIES & ESSENTIAL JOB FUNCTIONS: NOTE: The following are the duties performed by employees in this classification. However, employees may perform other related duties at an equivalent level. Not all duties listed
are necessarily performed by each individual in the classification.

1. Coordinates the timely and accurate production of labor relations statistics, issues and cases to ensure necessary reporting to Hospital leadership. Reviews statistics on a quarterly basis, ensuring potential trends or issues are identified for potential action or resolution.

2. Directly supervises and leads Labor Relations Consultants, contractors and Administrative staff, assigning and monitoring tasks, providing guidance and evaluating performance.

3. Identifies and coordinates cases with legal counsel as necessary, modifying case
responses and/or ensuring stakeholders are advised of recommendations to achieveHospital objectives while minimizing risk.

4. Manages multiple contracts, interpreting union-management collective bargaining agreements and represents management in the negotiation and settlement of grievances under established grievance procedure. Advises supervisors on courses ofaction relative to grievances and is responsible for coordination of all aspects of the hearing process.

5. Provides training regarding labor relations matters.

6. Provides guidance and counsel to employees and managers regarding employee relations matters, dispute resolution, employee disciplinary actions, and collective bargaining agreements. Assists managers with the interpretation of policies and mediates with employees and union representatives.

7. Responsible for formal leader training on labor relations issues to ensure management readiness related to labor relations.

8. Takes a leading role in union-management contract negotiations. In partnership with the Director and CHRO, coordinates Systems preparations for and leads development and implementation of communication plan following ratification.

9. Develops and presents negotiation strategy that takes into account factors beyond the immediate negotiation or bargaining unit, may provide training to management personnel regarding the impact ofagreements with labor organizations.

10. Coordinates with "at the table" negotiating team, operating departments, contract agencies and other interested parties.

11. Keeps abreast of labor relations laws, court decisions and trends affecting both the private and public sector.

12. Develops documents and spreadsheets in support of Labor Relations functions, including RFI Logs, proposal logs, costing, etc.

13. Performs other duties as assigned.

MINIMUM QUALIFICATIONS:

Education: Bachelor's degree in relevant field from an accredited college or university; Juris Doctorate degree preferred. The equivalent of four years of increasingly responsible experience in labor relations activities, including at the table negotiations as first chair may be substituted for the Bachelor's degree.

Required Experience: Six years within employee or labor relationsenvironment.

Preferred Experience: Two years in a supervisor rold.