Employee and Labor Relations Manager, Human Resources, Full-Time, Days

About MarinhealthAre you looking for a place where you are empowered to bring innovation to reality? Join MarinHealth, an integrated, independent healthcare system with deep roots throughout the North Bay. With a world-class physician and clinical team, an affiliation with UCSF Health, an ever-expanding network of clinics, and a new state-of-the-art hospital, MarinHealth is growing quickly. MarinHealth comprises MarinHealth Medical Center, a 327-bed hospital in Greenbrae, and 55 primary care and specialty clinics in Marin, Sonoma, and Napa Counties. We attract healthcare’s most talented trailblazers who appreciate having the best of both worlds: the pioneering medicine of an academic medical center combined with an independent hospital's personalized, caring touch.MarinHealth is already realizing the benefits of impressive growth and has consistently earned high praise and accolades, including being Named One of the Top 250 Hospitals Nationwide by Healthgrades, receiving a 5-star Ranking for Overall Hospital Quality from the Centers for Medicare and Medicaid Services, and being named the Best Hospital in San Francisco/Marin by Bay Area Parent, among others.CompanyMarin General Hospital dba MarinHealth Medical CenterCompensation Range$59.89 - $89.83Work Shift8 Hour (days) (United States of America)Scheduled Weekly Hours40Job Description SummaryThis position is responsible for the management of Employee and Labor Relations at Marin General Hospital, including developing, formulating, and implementing employee and labor relations policies and negotiating Collective Bargaining Agreements. Serves as chief negotiator and/or participates in collective bargaining agreements and develops, recommends and implements strategies for labor contract negotiations. Develops and implements appropriate strategies and corrective actions necessary conflicts and grievances and promote positive and harmonious employee relations. Provides advice, counsel, and guidance on problem and conflict resolution and disciplinary action processes. Serves as a business partner to the Hospital management team in achieving department and hospital goals and objectives.Job SpecificationsJob Requirements, Prerequisites and Essential Functions:EducationA bachelor’s degree in human resource management or equivalent field is required. Master’s Degree in Human Resources or Business Management highly desirable.ExperienceA minimum of seven (7) years of experience in human resource management, which includes significant responsibility in the areas of labor and employee relations, preferably at a supervisory or management level.Previous experience in labor contract negotiations and required.Extensive experience training management in human resource employment and labor r related issues in large and small group settings.License And CertificationsCalif Drivers Class C (CALC) Required at hirePrerequisite SkillsDemonstrated ability to effectively manage, supervise, and develop functions related to employee/labor relationsDemonstrated ability to effectively represent the Hospital in employment related disputes including grievance meetings and arbitration hearingsDemonstrated track record in the ability to represent the Hospital in the collective bargaining process by successfully meeting hospital goals and objectives both long and short term including but not limited to financial strategic and operational goalsDemonstrated ability to manage and supervise on a daily basis assigned staff, including completion of performance evaluations, counseling, and mentoringAbility to facilitate processes with individuals and groups, especially with projects towards achieving improvement outcomesCapable of developing and monitoring operational, capital, and staffing budgetsAdvance communications and quantitative skills in order to prepare reports, analyses and documents, and deal effectively with people in securing dispute settlementsIn-depth knowledge of employee relations laws and collective bargaining agreement administration and negotiationsInterpersonal skills necessary in order to provide effective leadership in area of expertise, present training programs and employment, and advise and counsel Hospital managers and employees, and secure dispute settlements, negotiate agreements and serve as Hospital representative at hearings and proceedingsDemonstrated ability to work collaboratively with team members, hospital staff, patients and physicians. Demonstrated ability to manage change through collaborative and leadership skillsAnalytical skills necessary in order to develop sound policies, procedures and practices, and to recommend sound courses of action in a variety of situations. Demonstrated ability to read, interpret, and apply Hospital policy and/or union contract language to the hospital staff, employees, union representatives, and other hospital or outside agencies/clientsThorough knowledge of State and Federal regulations regarding wages and hours, collective bargaining, employment, and working conditionsInterpersonal skills necessary in order to respond to management inquiries/concerns, effectively lead subordinate personnel, and communicate with a wide variety of Hospital and outside personnel when gathering, exchanging, and interpreting compensation dataKnowledge of and ability to operate PC based spreadsheet and word processing programsPrimary Customer Served (Age Specific Criteria)This position is not a patient care position, and as such, this section does not applyPatient Privacy (HIPAA Compliance)Employees in this position do not have access to protected health informationDuties And ResponsibilitiesEssential (Not Modifiable)Responsible for the day-to-day administration and management of Labor Relations and human resources policies and collective bargaining agreements. Interprets agreements and policies, and provides advice and guidance to Hospital managers on applications of same and acts as a resource for all individuals on matters of contract interpretation and administrationManages employee relations activities, investigates sources of bargaining and non-bargaining unit grievances; develops and recommends appropriate resolutions and corrective actions and advises managers on communications approaches, progressive discipline, documentation, dispute resolution and so forth. Prepares a variety of written responses and other correspondenceManages assigned staff, developing standards of performance, allocating resources, completing performance evaluations, and when necessary, initiating disciplinary action and/or termination of employment. Provides feedback and coaching to staff to ensure appropriate professional growth and developmentRecommends and implements Hospital-wide policies and procedures necessary to establish and maintain compliance with collective bargaining agreements and relevant labor legislation, as well as to ensure an effective preventative labor relations climateDevelops and implements appropriate documentation and reporting mechanisms necessary in order to measure institutional performance and adherence to established goals and objectives for administration of Labor and Employee RelationsInvestigates charges of unfair labor practices and employment discrimination claims against Hospital. In doing so, gathers supporting documents and evidence for National Labor Relations Board, Equal Employment Opportunity Commission and State regulatory agency investigations and hearingsParticipates in preparation for collective bargaining agreement negotiations by analyzing impact of proposed language changes, gathering and analyzing data pertaining to labor market conditions, benefits and compensation trends, prevailing union and management practices, and so forth. Conducts and/or participates in negotiation sessionsServes as department representative on Hospital committees as requested and contributes advice and guidance on Labor Relations policies, impacts of proposed recommendations on employee relations climate and so forth. Provides input into development of training programs related to Labor Relations policies, procedures and grievance handling, and presents same to Hospital supervisors and managersAssists director in administering collective bargaining agreements by monitoring and ensuring adherence to contract terms, preparing for arbitration proceedings, presenting cases and preparing briefsAnnually evaluates New Hire Orientation’s contents of assigned area to ensure compliance with the Hospital’s and The Joint Commission requirementsProvides input on Hospital’s strategic initiatives and develops tactical strategies for the economic success of the Hospital, change management, organization re-engineering and non-traditional approaches to organization and problem solvingAssists Director of Human Resources with developing and overseeing operating budgets for assigned areas, and ensures that budgets are maintainedSecondary (Modifiable)Other duties as assignedAccommodationQualified applicants with disabilities may request reasonable accommodation during the application process by contacting Human Resources at 415-925-7040 or TalentAcquisition@mymarinhealth.org.C.A.R.E.S. StandardsMarinHealth seeks candidates ready to model our C.A.R.E.S. standards—Communication, Accountability, Respect, Excellence, Safety—which foster a healing, trust-based environment for patients and colleagues.Health & ImmunizationsTo protect employees, patients, and our community, MarinHealth requires measles, mumps, varicella, and annual influenza immunizations as a condition of employment (and annually thereafter). COVID-19 vaccination/booster remains strongly recommended. Medical or religious exemptions will be considered consistent with applicable law.CompensationThe posted pay range complies with applicable law and reflects what we reasonably expect to pay for this role. Individual pay is set by skills, experience, qualifications, and internal/market equity, consistent with MarinHealth’s compensation philosophy. Positions covered by collective bargaining agreements are governed by those agreements.Equal EmploymentAll qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sexual orientation, gender identity, protected veteran status or disability status, and any other classifications protected by federal, state, and local laws.