Sheppard Pratt
Responsibilities
Customer Relations: Actively seeks to provide quality services that meet the needs of patients and clients as well as other identified customers - employees, applicants, supervisors, vendors, other employers, and regulatory agencies. Demonstrates commitment to confidentiality and fairness in all staff communications and actions. May represent HR on various Sheppard Pratt committees as requested. Employee Relations: Provides consultation to employees and managers regarding the interpretation of SP policies, corrective actions, and effective problem-resolution to maximize employee performance. Advises leaders on employee relations strategies that promote a positive work environment and reduce vulnerability to union organizing activity. Ensures managers’ awareness and knowledge of legal requirements/constraints and organizational policies with respect to the handling of employee relations concerns and the terms and conditions of employment. Reviews and edits corrective actions, composes termination letters, and processes termination for involuntary terminations. Attends unemployment hearings, as necessary. Monitors workplace trends, exit interview data, and engagement indicators to assess organizational risk. Partners with leadership to develop and implement action plans to strengthen direct employee-employer relationships and reinforce positive workplace culture. Advises leaders on lawful communications, behaviors, and best practices related to labor relations compliance, and union awareness. Maintains a strong working knowledge of the National Labor Relations Act (NLRA) and applicable labor relations laws to ensure organizational compliance. Assists in delivering union awareness and labor relations training for supervisors and managers. Data and Reporting: Tracks and monitors employee and supervisory concerns identifies trends and potential issues, and brings them to the ER Director’s attention; logs the cases in the Case Management System (CMS) in a timely fashion. Maintains and reviews highly sensitive HR data such as corrective actions, unemployment claims, EEOC charges, retention rates, turnover rates, turnover reasons, and satisfaction ratings. Produces reports as needed. Analyzes data related to engagement, turnover, grievances and complaints to support union avoidance strategies and leadership decision-making. Policies and Compliance: Maintains strong knowledge of HR policies, employment law, and labor relations requirements, including NLRA considerations; effectively communicates these to managers and employees. Ensures management actions and communications are compliant with labor laws while supporting a union-free environment. Works with managers in preparing for unemployment hearings and represents the organization at hearings. Provides required documentation/information for the effective and cost-efficient management of unemployment compensation claims. Responds to employee concerns about management, working conditions, harassment/discrimination claims or other issues; escalates issues to appropriate managers as needed. Training Support: Supports and facilitates management training in employment law, employee relations, and union awareness/labor relations best practices. Assists with the development and delivery of training designed to strengthen leadership effectiveness and reduce labor relations risk. Other Duties As Assigned. Requirements
Work requires a bachelor’s degree in Human Resource Management, Business Administration, or related field; relevant people management experience of over 3 years with SHRM certification may be substituted for degree. HRCI or SHRM certification preferred. Work requires at least 2 years’ experience in Human Resources or related field; must possess: Working knowledge of labor relations principles, union avoidance strategies, and the National Labor Relations Act (NLRA). Experience supporting union avoidance initiatives or advising leaders in union-sensitive environments is strongly preferred. Ability to coach leaders on lawful and effective employee communications in union-aware settings. Excellent verbal and written communication skills. Effective conflict resolution skills. Proven experience administering and representing human resources policy and procedures. Good attention to detail and accuracy in documenting and reporting data and coordinating and organizing events. Strong knowledge of state and federal labor laws, EEOC, FMLA, ADA, and sexual harassment guidelines is strongly preferred. Experience in representing the organization for unemployment hearings, EEOC litigation and other agency claims is preferred. Work requires analytical ability sufficient to apply policies to resolve problems posed by supervisors and managers, anticipate problems/complications and assist in their resolution, and determine when to escalate concerns to the ER Director. Work requires a high level of interpersonal skills sufficient to interact effectively with management, external contacts, and all levels of employees, conduct presentations at employee orientation, solicit information from individuals and groups, and explain policies and procedures in sometimes difficult situations (51-80% of work time). Work requires the ability to prioritize and respond appropriately to requests for PRN assistance and/or meetings, pay close attention to details, and meet established deadlines, frequently producing a high level of mental/visual fatigue (51-80% of work time).
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Customer Relations: Actively seeks to provide quality services that meet the needs of patients and clients as well as other identified customers - employees, applicants, supervisors, vendors, other employers, and regulatory agencies. Demonstrates commitment to confidentiality and fairness in all staff communications and actions. May represent HR on various Sheppard Pratt committees as requested. Employee Relations: Provides consultation to employees and managers regarding the interpretation of SP policies, corrective actions, and effective problem-resolution to maximize employee performance. Advises leaders on employee relations strategies that promote a positive work environment and reduce vulnerability to union organizing activity. Ensures managers’ awareness and knowledge of legal requirements/constraints and organizational policies with respect to the handling of employee relations concerns and the terms and conditions of employment. Reviews and edits corrective actions, composes termination letters, and processes termination for involuntary terminations. Attends unemployment hearings, as necessary. Monitors workplace trends, exit interview data, and engagement indicators to assess organizational risk. Partners with leadership to develop and implement action plans to strengthen direct employee-employer relationships and reinforce positive workplace culture. Advises leaders on lawful communications, behaviors, and best practices related to labor relations compliance, and union awareness. Maintains a strong working knowledge of the National Labor Relations Act (NLRA) and applicable labor relations laws to ensure organizational compliance. Assists in delivering union awareness and labor relations training for supervisors and managers. Data and Reporting: Tracks and monitors employee and supervisory concerns identifies trends and potential issues, and brings them to the ER Director’s attention; logs the cases in the Case Management System (CMS) in a timely fashion. Maintains and reviews highly sensitive HR data such as corrective actions, unemployment claims, EEOC charges, retention rates, turnover rates, turnover reasons, and satisfaction ratings. Produces reports as needed. Analyzes data related to engagement, turnover, grievances and complaints to support union avoidance strategies and leadership decision-making. Policies and Compliance: Maintains strong knowledge of HR policies, employment law, and labor relations requirements, including NLRA considerations; effectively communicates these to managers and employees. Ensures management actions and communications are compliant with labor laws while supporting a union-free environment. Works with managers in preparing for unemployment hearings and represents the organization at hearings. Provides required documentation/information for the effective and cost-efficient management of unemployment compensation claims. Responds to employee concerns about management, working conditions, harassment/discrimination claims or other issues; escalates issues to appropriate managers as needed. Training Support: Supports and facilitates management training in employment law, employee relations, and union awareness/labor relations best practices. Assists with the development and delivery of training designed to strengthen leadership effectiveness and reduce labor relations risk. Other Duties As Assigned. Requirements
Work requires a bachelor’s degree in Human Resource Management, Business Administration, or related field; relevant people management experience of over 3 years with SHRM certification may be substituted for degree. HRCI or SHRM certification preferred. Work requires at least 2 years’ experience in Human Resources or related field; must possess: Working knowledge of labor relations principles, union avoidance strategies, and the National Labor Relations Act (NLRA). Experience supporting union avoidance initiatives or advising leaders in union-sensitive environments is strongly preferred. Ability to coach leaders on lawful and effective employee communications in union-aware settings. Excellent verbal and written communication skills. Effective conflict resolution skills. Proven experience administering and representing human resources policy and procedures. Good attention to detail and accuracy in documenting and reporting data and coordinating and organizing events. Strong knowledge of state and federal labor laws, EEOC, FMLA, ADA, and sexual harassment guidelines is strongly preferred. Experience in representing the organization for unemployment hearings, EEOC litigation and other agency claims is preferred. Work requires analytical ability sufficient to apply policies to resolve problems posed by supervisors and managers, anticipate problems/complications and assist in their resolution, and determine when to escalate concerns to the ER Director. Work requires a high level of interpersonal skills sufficient to interact effectively with management, external contacts, and all levels of employees, conduct presentations at employee orientation, solicit information from individuals and groups, and explain policies and procedures in sometimes difficult situations (51-80% of work time). Work requires the ability to prioritize and respond appropriately to requests for PRN assistance and/or meetings, pay close attention to details, and meet established deadlines, frequently producing a high level of mental/visual fatigue (51-80% of work time).
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