HR Services Consultant Sr, Ingalls

UChicago Medicine•Chicago, IL

7d•Hybrid

About The Position

The Senior HR Services Consultant, Ingalls serves as the first point of contact and subject matter expert for Human Resources policies, processes, and programs for UChicago Ingalls Memorial Hospital. This position fosters a culture of customer service excellence, teamwork, and continuous process improvement by providing exceptional customer service and advice on complex questions/requests from employees, managers, and HR partners/departments. The Consultant provides support to employees at all levels of the organization, acting as a liaison to HR departments and offering general guidance on policy application, collective bargaining agreements, grievance processes, compensation, benefits, leave administration, and talent acquisition. This role provides direct support and guidance to management regarding employee performance management, employee relations, labor relations, investigations, organizational changes, and conducts training as required. The position may occasionally interface with Legal Affairs on complex matters including arbitrations, labor relations issues, and charges of discrimination. The Consultant will also support the HR components of third-party site surveys, site visits, hospital audits, and accreditation reviews, and partner with multi-disciplinary teams to drive positive organizational changes, including objectives for engagement, individual and team recognition, diversity, equity, and inclusion. The work involves situations requiring a high degree of initiative, resourcefulness, and good judgment in areas such as prioritization, employee and labor relations knowledge, manager support for performance management, training and needs assessment, compliance requirements, liaison and partnership with HR leadership, and knowledge of Healthcare, Healthcare Systems and/or Community Hospitals.

Requirements

Bachelor’s degree
5+ years of progressive experience in human resources and/or labor relations
Strong operational and business acumen
High level of discretion and confidentiality
Strong Investigation Skills
Strong attention to Detail
Ability to multitask in a complex/matrixed organization and/or healthcare system
Understanding of Title VII of CRA, ADAAA, FLSA, etc.
Sound, strong decision-making skills
Excellent written and verbal communication skills
Negotiation skills and/or familiarity
Strong presentation skills
Strong collaboration, partnership and relationship building skills
Ability to work autonomously, think critically to resolve complex and ambiguous issues
A high degree of independence in planning, directing, and conducting projects, analysis, and assignments.
Proficiency in Word and Excel applications, Oracle HRIM systems, and Kronos

Nice To Haves

Professional in Human Resources (PHR) certification
Senior Professional in Human Resources (SPHR) certification
Bachelor's degree in human resources management, labor relations, industrial and organizational psychology, or related degree

Responsibilities

Manage simple, complex and/or high-profile investigations related to department, procedural or policy violations, including claims of discrimination, harassment or misconduct.
Partner with leaders to determine appropriate corrective actions to address findings and behaviors.
Conduct union grievance meetings between employees (grievant), union representatives/business agents and management, and provide written grievance responses per the collective bargaining agreement for grievance timeline requirements.
Serve as the point of escalation for employee and manager inquiries regarding day-to-day HR-inquiries and issues, related to the interpretation and application of policy and union contract language, related to PTO, bereavement, attendance, corrective action/discipline, holidays, and compensation.
Provide consultation, training and support regarding employee relations matters, corrective action and/or performance management process, employee development, employee inquiries regarding union/non-union pay and benefits, etc.
Partner with management to assess department developmental needs and conduct in-person/virtual training based on the needs of management and/or the department, to support operational goals and objectives.
Serve as a local HR liaison supporting the onboarding and new hire orientation process and scheduled, bi-weekly training.
Partner with HR COE’s, including Benefits and Employee Health Management, Compensation, HR Information Technology (HRIT), HR Analytics, and Talent and Organization Capability to promote system-wide programs and to ensure consistent delivery and high participation of those programs.