Responsible for the implementation of a positive and effective health system-wide labor relations program, which promotes long and short-term labor relations strategies under general direction. Administers and interprets the health system and University collective bargaining agreements, monitors the issuance of corrective action, oversees disputes, grievances and/or arbitration procedures. Represents management in labor relations, including the negotiation, writing, interpretation, and administration of collective bargaining agreements. Maintains records and monitors compliance with all relevant laws and regulations.
Prepares for, conducts, and/or participates in union-management contract negotiations and administers all provisions of the agreements.
Prepares and gathers written documentation and analysis for presentation to unions during bargaining sessions.
Interprets union-management agreements and represents management in the negotiation and settlement of grievances under established grievance and dispute procedures.
Advises managers, supervisors, and other leaders on courses of action.
Assists in the planning and organization of a program for employee and labor relations to build a positive work environment that promotes interest-based problem solving for employee disputes and grievances.
Addresses and resolves conflicts productively and proactively.
Maintains documentation of grievances, arbitrations, MERC decisions, discipline, and termination issues/problems.
Proactively monitors CBA trends, issues, disciplinary patterns, actions, settlements, etc., and recommends course corrections as appropriate.
Makes recommendations to management and bargaining unit representatives in development, application, and interpretation of agreements between unions and management.
Advises managers, Human Resources Business Partners, the HR Solutions Center, and Payroll Compensation Teams, and others with the interpretation of personnel policies and procedures, legal and union contract compliance, grievance, discipline, termination problems, and mediates with employees and union representatives, assessing risk and identifying legal issues to manager or others as required.
Collaborates with Campus colleagues on matters of University-wide concern.
Facilitates discussion and resolution of complex issues between management and unions.
Provides education on courses for labor relations, contract interpretation and labor law applications for supervisors, managers and others.
Maintains departmental reports and records and collects statistical data for administrative and regulatory purposes.
Documents and compiles statistics of employee relations issues, cases, and union activities.
Assembles and analyzes information on trends in labor relations.
Participates in the development of short and long-term plans for the labor relations function.
Contributes to a working environment that is conducive to labor management harmony and value-added partnerships through the drafting, implementation and maintenance of equitable policies and procedures and programs designed to allow for effective problem solving.
Supports Office of General Counsel in arbitrations and matters before MERC.
Ensures compliance with regulatory agencies and their regulations such as those under the Michigan Employment Relations Commission and National Labor Relations Board, Equal Employment Opportunity Commission, Department of Labor, Office of Civil Rights and Department of Justice.
Develops and maintains procedures necessary to meet regulatory requirements.
Complies with established departmental policies, procedures and objectives.
Attends meetings, conferences, seminars as required or directed.
Demonstrates use of continuous process improvement in daily operations.
Respects diverse views and approaches, and contributes in maintaining an environment of professionalism, tolerance, diversity and inclusivity, civility and acceptance toward all employees, patients and visitors.
Performs other similar and related duties as required or directed.
Bachelor degree preferably in Business, Human Resources, Industrial Relations, Labor and Employment Relations or equivalent training or experience.
5-8 years of labor relations experience
Demonstrated experience as chief spokesperson in multiple contract negotiations required.
In depth knowledge and expertise in labor and employee relations, benefits, compensation, and employee selection.
History of hearing and responding to grievances or disputes at the last step, preparing for arbitrations, and working knowledge of the Michigan Public Employment Relations Act, National Labor Relations Act and National Labor Relations Board procedures required.
Must have the ability to work independently and to develop and maintain positive working relationships with all levels of management and staff.
Demonstrated ability to prepare CBA analysis, write training materials and conduct staff trainings.
Demonstrated excellent written, verbal, analytical, and organizational skills with the ability to work collaboratively and independently.
Unless certification, licensure or registration is required, an equivalent combination of education and experience which provides proficiency in the areas of responsibility listed in this description may be substituted for the above requirements.
A Juris Doctor degree or equivalent education, training and experience in labor relations is preferred.
Ten years of direct experience in labor relations preferred.
Three to five years of employment in either employee benefits and/or compensation preferred.
HRCI and/or SHRM certification desired
Michigan Medicine conducts background screening and pre-employment drug testing on job candidates upon acceptance of a contingent job offer and may use a third party administrator to conduct background screenings. Background screenings are performed in compliance with the Fair Credit Report Act. Pre-employment drug testing applies to all selected candidates, including new or additional faculty and staff appointments, as well as transfers from other U-M campuses.
Michigan Medicine improves the health of patients, populations and communities through excellence in education, patient care, community service, research and technology development, and through leadership activities in Michigan, nationally and internationally. Our mission is guided by our Strategic Principles and has three critical components; patient care, education and research that together enhance our contribution to society.
Job openings are posted for a minimum of seven calendar days. The review and selection process may begin as early as the eighth day after posting. This opening may be removed from posting boards and filled anytime after the minimum posting period has ended.
The University of Michigan is an equal opportunity/affirmative action employer.
U-M COVID-19 Vaccination Policy
COVID-19 vaccinations are now required for all University of Michigan students, faculty and staff across all three campuses, including Michigan Medicine. This includes those working or learning remotely. More information on this policy is available on the Campus Blueprint website or the U-M Dearborn and U-M Flint websites.
A great university is made so by its faculty and staff, and Michigan is recognized as one of the best universities to work for in the country. The Michigan culture is known for engaging faculty and staff in all facets of the university to create a workplace that is vibrant and stimulating.For two consecutive years, the Chronicle of Higher Education has placed U-M in its "Great Colleges to Work For" survey. In particular, the university earns high marks for strong relations between faculty and administrators, a collaborative system of governance, strong pay and benefits, and a healthy work/life balance.