Director of Labor Relations

University Hospital, Newark NJ•Newark, NJ

8d•$150,000 - $200,000

About The Position

The Director of Labor Relations leads the Labor Relations team and directs the department’s day-to-day activities under the direction of the Chief Human Resources Officer (CHRO). The role ensures alignment with policies and procedures, develops and monitors the department budget, and is responsible for contract negotiations, interpretation, and implementation across University Hospital. The Director develops and executes the hospital’s labor relations strategy, oversees department operations and staff development, and promotes effective labor-management relationships. The position serves as University Hospital’s chief negotiator in collective bargaining with staff and housestaff unions in partnership with the CHRO, and advises management on labor relations matters, collective bargaining agreements, progressive discipline, grievances, and compliance. The Director also monitors department performance and keeps the CHRO informed through monthly operational reports. University Hospital is the only state-designated Level I Trauma Center for all of Northern New Jersey and the principal teaching hospital for Rutgers New Jersey Medical School. The role is based in Newark, New Jersey. The stated salary range is $150,000 to $200,000, although the posting lists the upper figure as “$200,00.00.”

Requirements

Bachelor’s degree in human resources, labor relations, industrial relations, or a related field, plus at least seven years of progressively responsible labor relations experience, including substantial experience with multiple collective bargaining unit agreements in a government agency, healthcare, or academic setting.
Thorough knowledge of employment and labor law regulations.
Outstanding human relations and leadership skills and the ability to function in a team environment.
Demonstrated knowledge of how to achieve superior performance in a unionized environment.
Equivalent experience, education, and/or training may be substituted for the degree requirement.

Nice To Haves

Master’s degree or J.D. degree and license to practice law in New Jersey are strongly preferred.
At least five years of professional experience practicing labor and employment law is stated alongside the preferred Master’s degree or J.D. and New Jersey law license.

Responsibilities

Develop and execute the hospital’s labor relations strategy in alignment with collective bargaining priorities, contract administration, hospital operations, workforce needs, and financial priorities.
Lead the Labor Relations team and direct the department’s day-to-day activities and operational excellence.
Develop staff through ongoing performance assessment and feedback; hire, train, evaluate, and supervise labor relations staff.
Ensure staff are trained and evaluated on compliance policies and procedures relevant to their jobs.
Establish and maintain collaborative labor-management relations and coordinate union coalition meetings.
Oversee labor relations data collection and analysis, reports, and communications.
Direct department operations and implement changes as needed to improve efficiency and budget alignment.
Ensure labor relations activities across University Hospital comply with bargaining agreements.
Serve in partnership with the CHRO as University Hospital’s chief negotiator for collective bargaining with staff and housestaff unions.
Partner with HR Business Partners and Learning and Development to create and deliver training and guidance for supervisors and managers on contract administration, employee documentation, progressive discipline, grievance handling, and consultation with Labor Relations.
Counsel management on applying collective bargaining agreements and promote consistent understanding and application across hospital departments.
Serve as a subject-matter resource on labor relations for management, employees, and University Hospital constituents.
Maintain contact with the Public Employee Relations Commission and other appropriate agencies regarding labor matters and negotiation planning.
Provide management with progressive-discipline guidelines and develop a system to monitor use of the process.
Review disciplinary matters for consistency, supporting documentation, and contractual requirements in partnership with HR Business Partners and counsel.
Keep the CHRO informed through monthly operational reports covering performance measures such as grievance volume and aging, upcoming deadlines, significant cases, arbitration status, negotiation progress, financial exposure, and recurring issues requiring corrective action.
Maintain consistent communications with unions representing University Hospital employees.
Support University Hospital’s workplace diversity and EEO goals concerning employment and promotional opportunities.

Benefits

Vacation time off
Medical and prescription drug coverage
Dental and vision insurance
Health Savings Account (HSA) and Flexible Spending Account (FSA)
Short- and long-term disability insurance
Pension plan
Pet insurance
Employee Assistance Program (EAP)
Professional development
May be eligible for State Employee Health Benefits and the State Public Employees Retirement System, subject to program conditions and requirements