Executive Administrator, Systemwide Employee, Labor Relations, & HR Compliance - Human Resources Admin - Full Time 8 Hour Days (Exempt) (Non-Union)

University of Southern California•Los Angeles, CA

1d•$246,471 - $406,678

About The Position

Under the general supervision of the Chief Human Resource Officer, the Executive Administrator will direct and lead the health system's employee relations, collective bargaining and labor relations, HR policy, compliance, and absence management portfolio, and will maintain significant involvement in labor contract negotiations in partnership with outside labor counsel(s). Key responsibilities include planning, developing, implementing, and managing employee and labor relations strategies, programs, policies, procedures, and practices for all entities of the Health System. Refines and continually strengths the health system's absence management program in enhanced partnership with University HR's Worker's Compensation and Return-to-Work program representatives, while refining and modifying applicable policies and procedures per healthcare industry regulations. Creates and executes a positive employee relations strategy across the health system in pursuit of stronger employer-employee relationship and one which informs and guides development of labor relations strategy in a constructive manner. Responsible for developing a team, program and processes that provide robust support to the organization in interpretation and enforcement of complex labor and employee relations matters, collective bargaining agreements, state and federal laws, investigation of complex employee grievances and complaints, appropriate resolution of EEO/NLRB matters, and applicable regulations governing the staffing of hospitals. Collaborates and coordinates with both inside and outside labor counsel. Essential Duties: Partners with HR Centers of Expertise colleagues (COEs), HR Business Partners (HRBPs), and entity HR leads to deliver solutions on employee, labor relations, and HR compliance issues. Designs and implements systems to successfully process employee complaints, workplace conduct investigations and employee discipline. Provides strategic advice and counsel to internal clients, including human resources professionals and business leaders, across clinical operations teams regarding labor laws and union contractual obligations. Oversees implementation of strategic plans and communication related to collective bargaining contract negotiations, administration, grievance arbitrations, litigating charges, managing strikes, pickets, and press conferences. Crafts a positive employee relations strategy that supports a union-free status for non-unionized workforce and includes proactive labor relations plans that respond to union organizing activity. Reponses include information campaigns, direct communication, labor relations audits, and providing legal advice to management teams. Consults with leadership to identify and develop strategies and a plan of action to address union organizing vulnerabilities throughout the Health System. Oversees fact-finding process and investigations of site grievances and employee disciplinary issues. Develops policies and processes to investigate and address grievances based on collective bargaining agreements by collecting and analyzing qualitative and quantitative data, researching key business issues, identifying potential strategies with corresponding risk analysis, creating appropriate documentation, and appropriate recommendations for corrective action plans. Assists in arbitration as required with the Office of the General Counsel (OGC); collaborates with OGC on employment matters. Functions as lead spokesperson for the Organization in collective bargaining, grievance, and arbitration proceedings; participates in industry contract negotiations on behalf of the company and provide all necessary support. Leverages internal/external legal counsel and assists in grievances, arbitrations and in proceedings before the National Labor Relations Board. Develops strong, constructive working relationships with labor union representatives. Maintains awareness of new and current organized labor rules from applicable government bodies. Provides oversight to training, education, and advising business leaders and human resources professionals in aspects of positive employment practices. Maintains current knowledge of pertinent federal/state laws, regulations and court decisions relating to employee/labor relations. Ensures that the health system adheres to legal standards and in-house policies by conducting quarterly and annual reviews and developing compliance strategies based on federal and state laws. Additional responsibilities include ensuring the workforce meets all HR related compliance requirements for employment. These requirements include the specific criteria for tracking and monitoring relevant skills and competencies as measured by Joint Commission, CDPH, Department of Consumer Affairs, and ARRT, etc. Has oversight for representing Keck Medicine during presentation of HR documents to the respective surveyor upon request. Interacts with the University on all Visa/immigration and I-9 matters and ensures processing of visa’s are administered in a timely fashion. Performs other duties as assigned.

Requirements

Req Bachelor's degree Degree in Human Resources Management, Business Administration, or related field.
Req Over 10 years 10+ years of relevant employee and labor relations/labor law experience.
Req Prior experience in healthcare environment within hospital setting.
Req Superior negotiating skills serving as lead in major labor/union contract negotiations.
Req Excellent litigation skills and specific labor litigation/arbitration experience (NLRB experience preferred).
Req Thorough knowledge of State and Federal labor/employment laws (NLRA, ADA, Wage & Hour, FMLA/CFRA, Workers Compensation, etc.) required.
Req Knowledge of and extensive experience in principles and practices of employee and labor relations and collective bargaining.
Req Knowledge of healthcare industry and hospital regulatory matters.
Req Highly developed communication skills, both verbal and written, including legal and business writing.
Req Executive presence and the ability to interact with a range of personalities and styles while establishing effective relationships within all levels of the organization.
Req Strong leadership and influencing skills and the ability to gain the respect of, and build a rapport with, multiple constituencies, internally and externally.
Req Clear thinker with the ability to quickly identify root causes of problems and develop creative and strategic solutions
Req Ability to plan, organize, prioritize, work independently, and meet deadlines.
Req Ability to conduct and maintain objectivity in EEO/legal/third party investigations, apply judgment and make sound decisions.
Req A solid team player with strong communication, collaboration, active listening and problem-solving skills.
Req Fire Life Safety Training (LA City) If no card upon hire, one must be obtained within 30 days of hire and maintained by renewal before expiration date. (Required within LA City only).

Nice To Haves

Pref Master's degree Master’s degree or JD from an accredited law school and member of state bar in good standing strongly preferred.

Responsibilities

Partners with HR Centers of Expertise colleagues (COEs), HR Business Partners (HRBPs), and entity HR leads to deliver solutions on employee, labor relations, and HR compliance issues.
Designs and implements systems to successfully process employee complaints, workplace conduct investigations and employee discipline.
Provides strategic advice and counsel to internal clients, including human resources professionals and business leaders, across clinical operations teams regarding labor laws and union contractual obligations.
Oversees implementation of strategic plans and communication related to collective bargaining contract negotiations, administration, grievance arbitrations, litigating charges, managing strikes, pickets, and press conferences.
Crafts a positive employee relations strategy that supports a union-free status for non-unionized workforce and includes proactive labor relations plans that respond to union organizing activity. Reponses include information campaigns, direct communication, labor relations audits, and providing legal advice to management teams.
Consults with leadership to identify and develop strategies and a plan of action to address union organizing vulnerabilities throughout the Health System.
Oversees fact-finding process and investigations of site grievances and employee disciplinary issues.
Develops policies and processes to investigate and address grievances based on collective bargaining agreements by collecting and analyzing qualitative and quantitative data, researching key business issues, identifying potential strategies with corresponding risk analysis, creating appropriate documentation, and appropriate recommendations for corrective action plans.
Assists in arbitration as required with the Office of the General Counsel (OGC); collaborates with OGC on employment matters.
Functions as lead spokesperson for the Organization in collective bargaining, grievance, and arbitration proceedings; participates in industry contract negotiations on behalf of the company and provide all necessary support.
Leverages internal/external legal counsel and assists in grievances, arbitrations and in proceedings before the National Labor Relations Board.
Develops strong, constructive working relationships with labor union representatives.
Maintains awareness of new and current organized labor rules from applicable government bodies.
Provides oversight to training, education, and advising business leaders and human resources professionals in aspects of positive employment practices.
Maintains current knowledge of pertinent federal/state laws, regulations and court decisions relating to employee/labor relations.
Ensures that the health system adheres to legal standards and in-house policies by conducting quarterly and annual reviews and developing compliance strategies based on federal and state laws.
Additional responsibilities include ensuring the workforce meets all HR related compliance requirements for employment. These requirements include the specific criteria for tracking and monitoring relevant skills and competencies as measured by Joint Commission, CDPH, Department of Consumer Affairs, and ARRT, etc. Has oversight for representing Keck Medicine during presentation of HR documents to the respective surveyor upon request.
Interacts with the University on all Visa/immigration and I-9 matters and ensures processing of visa’s are administered in a timely fashion.
Performs other duties as assigned.