Labor Relations Business Partner

Mercyhealth Wisconsin and Illinois•Janesville, WI

3d•$67,540 - $101,310

About The Position

ESSENTIAL DUTIES AND RESPONSIBILITIES Labor Relations Duties and Responsibilities Acts as primary liaison between management and union representatives for the assigned facilities or departments. Provides support for collective bargaining agreements (CBAs), grievance handling, and contract interpretation. Supports collective bargaining negotiations, including preparation of materials, printing and organizing tentative agreements, capturing minutes of each meeting In collaboration with leadership, investigates and resolves grievances, disputes, and workplace concerns in a timely manner. Ensures compliance with federal, state, and local labor laws and regulations. Implements labor relations strategies aligned with organizational goals. Analyze labor trends, workforce data, and risk areas to provide proactive recommendations. Supports management during union organizing campaigns and represents the organization in labor-related matters. Delivers training to leaders on labor relations topics, contract administration and employee relations best practices. Maintains accurate documentation and reporting related to labor/employee relations activities Business Partner Duties and Responsitbilities Collaborates with leadership, as a primary customer group, to develop and implement programs/initiatives that build accountability, emotional intelligence, team member engagement, and otherwise supports the organization’s success. Conducts ongoing supply and demand analysis for the businesses they support, which includes partnering with leadership on current and future staffing needs, creating and executing comprehensive people strategies that produce sustainable, measurable results and skill needs and partnering with Talent Acquisition and the customer to develop strategies to meet those needs while supporting culture and engagement initiatives. Builds strong relationships with, and provides trusted advice, to their group of leadership customers. Monitors key workforce metrics such as turnover rate, engagement results, performance evaluations, and similar data to identify “early warning signs”. Provides day-to-day talent management guidance to leadership (e.g. coaching, counseling, career development, disciplinary actions, performance improvement, appraisals, etc.) Identifies and manages talent risks to the specific areas they support in addition to partnering with OD to complete talent reviews and overall talent management strategy. Knowledgeable of employment regulations and laws at the local, state and federal level. Partners with business leaders, compliance and other appropriate experts to ensure employment-law risks are managed appropriately. Ensures regulatory compliance with legal requirements pertinent to day-to-day management, reducing legal risks. Acts as a change agent to the businesses through process design, business approach, supporting change and transformation, as well as cascading information effectively throughout their client groups. Participates in HR cross-functional projects as appropriate. Implements standardized HR processes with customer groups. Assesses and anticipates HR related needs. Provides input on workforce and succession planning and works with leadership on any proposed business restructuring.

Requirements

Bachelor’s degree required; Master’s degree preferred
3+ years of experience as Generalist, Business Partner, or related position with customer-facing, high degree of problem-solving responsibilities required.
Proficient business literacy (e.g., balance sheets, budgets, profit/loss statements and related technology)
Business, finance and operational leadership acumen
Awareness of healthcare trends, impact to current business state and future business state considerations
Excellent consultative mindset with an ability to build strong relationships with both operational customer groups as well as other areas of HR expertise.
Broad experience and specific knowledge of human resource concepts, including workforce management, performance appraisal systems, and building culture of engagement
Strategic reasoning and thinking and the use of data go guide work and drive business decisions.
Must be comfortable challenging convention.
Strong EQ with an ability to effectively influence others and manage conflict
Strong analytic thinking and ability to translate data into pragmatic plans that inform business decisions.
Strong organizational skills including the ability to prioritize, handle multiple projects simultaneously and meet deadlines.
Productive and effective working in ambiguous, drivers and team environments.
Proven presentation skills and customer management skills.
Superior interpersonal, written and verbal communication skills; high problem solving skills.
Ability to maintain a high degree of confidentiality and to deal discretely with confidential information.
Willingness to travel within the designated service areas with a high degree of accountability.

Nice To Haves

Experience in the healthcare industry and leadership experience preferred.
Professional in Human Resources (PHR/SPHR) or other Human Resource certification preferred.

Responsibilities

Acts as primary liaison between management and union representatives for the assigned facilities or departments.
Provides support for collective bargaining agreements (CBAs), grievance handling, and contract interpretation.
Supports collective bargaining negotiations, including preparation of materials, printing and organizing tentative agreements, capturing minutes of each meeting
In collaboration with leadership, investigates and resolves grievances, disputes, and workplace concerns in a timely manner.
Ensures compliance with federal, state, and local labor laws and regulations.
Implements labor relations strategies aligned with organizational goals.
Analyze labor trends, workforce data, and risk areas to provide proactive recommendations.
Supports management during union organizing campaigns and represents the organization in labor-related matters.
Delivers training to leaders on labor relations topics, contract administration and employee relations best practices.
Maintains accurate documentation and reporting related to labor/employee relations activities
Collaborates with leadership, as a primary customer group, to develop and implement programs/initiatives that build accountability, emotional intelligence, team member engagement, and otherwise supports the organization’s success.
Conducts ongoing supply and demand analysis for the businesses they support, which includes partnering with leadership on current and future staffing needs, creating and executing comprehensive people strategies that produce sustainable, measurable results and skill needs and partnering with Talent Acquisition and the customer to develop strategies to meet those needs while supporting culture and engagement initiatives.
Builds strong relationships with, and provides trusted advice, to their group of leadership customers.
Monitors key workforce metrics such as turnover rate, engagement results, performance evaluations, and similar data to identify “early warning signs”.
Provides day-to-day talent management guidance to leadership (e.g. coaching, counseling, career development, disciplinary actions, performance improvement, appraisals, etc.)
Identifies and manages talent risks to the specific areas they support in addition to partnering with OD to complete talent reviews and overall talent management strategy.
Knowledgeable of employment regulations and laws at the local, state and federal level.
Partners with business leaders, compliance and other appropriate experts to ensure employment-law risks are managed appropriately.
Ensures regulatory compliance with legal requirements pertinent to day-to-day management, reducing legal risks.
Acts as a change agent to the businesses through process design, business approach, supporting change and transformation, as well as cascading information effectively throughout their client groups.
Participates in HR cross-functional projects as appropriate.
Implements standardized HR processes with customer groups.
Assesses and anticipates HR related needs.
Provides input on workforce and succession planning and works with leadership on any proposed business restructuring.