Job Description
Responsible for directing the activities of the Employee/Labor Relations Department. Set vision and identify strategic direction for development and implementation of BCBSM and BCN plans, policies and programs designed to maintain satisfactory relations between management and organized labor. This role partners with business leaders, human resources, and key stakeholders to address employee and labor relations matters, union issues, and labor law compliance. Oversee the operations of the Employee/Labor Relations Department, focusing on strategic planning, problem-solving, staff development, training, and communication. Set departmental goals and objectives that align to the company's overall business strategic direction. Lead, participate in, and advise on contract negotiations. Analyze complex business issues and implement effective solutions. Serve as a subject matter expert for internal and external stakeholders on Employee/Labor Relations matters. Interpret federal and state legislation, as well as collective bargaining agreements. Represent the organization in arbitration hearings and related proceedings. Manage Employee/Labor Relations programs, including Equal Employment Opportunity (EEO), unemployment claims, litigation, retention, termination, turnover, and severance issues. Conduct challenging employee counseling sessions on EEO charges, the Americans with Disabilities Act, performance issues, terminations, and other sensitive topics. Design and develop policies and practices related to Employee/Labor Relations. QUALIFICATIONS
Bachelor's degree in business administration, Human Resources or related area required. Master's degree in human resources, Industrial Relations, Business or a Juris Doctorate degree preferred. Minimum 10 years' significant labor management and employee relations experience in both union and non-union environments required. Excellent problem-solving and project management skills. Experience working collaboratively in team-oriented environment. Thorough knowledge of applicable Human Resources laws (i.e., ERISA, FMLA, FLSA, OSHA, etc.). Strong customer orientation. Superior interpersonal, verbal, and written communication skills; must be able to make effective presentations, negotiate, listen, and influence. Possess strong convictions and delivers to all stakeholders with a professional, and approachable style. Self-aware and highly sensitive to key elements affecting culture and employee morale.
All qualified applicants will receive consideration for employment without regard to, among other grounds, race, color, religion, sex, national origin, sexual orientation, age, gender identity, protected veteran status or status as an individual with a disability.
Responsible for directing the activities of the Employee/Labor Relations Department. Set vision and identify strategic direction for development and implementation of BCBSM and BCN plans, policies and programs designed to maintain satisfactory relations between management and organized labor. This role partners with business leaders, human resources, and key stakeholders to address employee and labor relations matters, union issues, and labor law compliance. Oversee the operations of the Employee/Labor Relations Department, focusing on strategic planning, problem-solving, staff development, training, and communication. Set departmental goals and objectives that align to the company's overall business strategic direction. Lead, participate in, and advise on contract negotiations. Analyze complex business issues and implement effective solutions. Serve as a subject matter expert for internal and external stakeholders on Employee/Labor Relations matters. Interpret federal and state legislation, as well as collective bargaining agreements. Represent the organization in arbitration hearings and related proceedings. Manage Employee/Labor Relations programs, including Equal Employment Opportunity (EEO), unemployment claims, litigation, retention, termination, turnover, and severance issues. Conduct challenging employee counseling sessions on EEO charges, the Americans with Disabilities Act, performance issues, terminations, and other sensitive topics. Design and develop policies and practices related to Employee/Labor Relations. QUALIFICATIONS
Bachelor's degree in business administration, Human Resources or related area required. Master's degree in human resources, Industrial Relations, Business or a Juris Doctorate degree preferred. Minimum 10 years' significant labor management and employee relations experience in both union and non-union environments required. Excellent problem-solving and project management skills. Experience working collaboratively in team-oriented environment. Thorough knowledge of applicable Human Resources laws (i.e., ERISA, FMLA, FLSA, OSHA, etc.). Strong customer orientation. Superior interpersonal, verbal, and written communication skills; must be able to make effective presentations, negotiate, listen, and influence. Possess strong convictions and delivers to all stakeholders with a professional, and approachable style. Self-aware and highly sensitive to key elements affecting culture and employee morale.
All qualified applicants will receive consideration for employment without regard to, among other grounds, race, color, religion, sex, national origin, sexual orientation, age, gender identity, protected veteran status or status as an individual with a disability.