Labor Relations Consultant (HR Office of Employee & Labor Relations)

Johns Hopkins University•Baltimore, MD

20d•Hybrid

About The Position

We are seeking a Labor Relations Consultant in the Human Resources Office of Employee and Labor Relations. This position will report, to the Director of Employee Relations and Labor Relations (ER/LR). This position will provide a wide range of labor relations guidance to management and ensure compliance with Collective Bargaining Agreements and JHU policies and procedures.

Requirements

Bachelor’s Degree in Human Resources, Management Leadership, Organizational Development, Business Administration, or related field.
Five years progressive experience in a professional human resources capacity, including five years of employee and labor relations experience.
Additional education may substitute for required experience, and additional related experience may substitute for required education beyond a high school diploma/graduation equivalent, to the extent permitted by the JHU equivalency formula.

Nice To Haves

Knowledge of theory, methods and applications of contemporary employee relations, labor relations, conflict resolution and problem solving, diversity, grievance processes, EEO/AA, FASAP (employee assistance programs), etc.
Effective problem-solving skills to analyze issues and create appropriate action plans. Ability to work with highly diverse populations, at all levels of the institution.
Excellent interpersonal and communication skills (written and verbal) required.
Must understand the importance of maintaining confidentiality and working with highly sensitive information.
Knowledge of relevant employment, EEO/AA and other applicable laws and regulations. ERP Experience (such as HR Acuity, SAP, etc.) desired.
Ability to compile and effectively manage data.
Understanding of the principles of service excellence and customer service and the ability to apply them in a demanding environment.
PHR or SPHR certification preferred.

Responsibilities

Provide advice and guidance to all levels of management on labor issues to resolve issues consistent with the relevant CBA and JHU policies and procedures.
Assist management and supervisors in conducting internal investigations into workplace disputes, CBA violations, policy violations, etc., ensuring investigations are fair and impartial and provide guidance on post investigation recommendations that are the most effective and are implemented to mitigate risk to JHU.
Advise supervisors, managers, and administrators on disciplinary matters. Review disciplinary actions and make sound recommendations to management.
Manage the grievance process, including fact finding, reviewing evidence, serving as hearing officer, and rendering written decisions consistent with the terms of the applicable CBA and participating in arbitrations and settlements, where appropriate.
Mediate and resolve a high volume of day-to-day labor and employment conflicts or issues, retrieve and maintain appropriate documentation and supporting details for discipline.
Consult with management and staff of all levels to interpret policies and procedures and how they apply to individual employee circumstances.
Review JHU policies and CBA to advise management about the appropriate next course of action relative to coaching, formal discipline and/or training.
Understand and manage potential risk and escalate as appropriate. In partnership with HR Director(s) and the Provost’s office, partner with General Counsel and the Office of Institutional Equity to assess risk.
Provide consultative reviews and approval of FMLA correspondence to management relating to employees with ERLR cases with protected LOA and ADA implications. Serve as an advisor to employees and management on employee appeal and grievance issues.
Work in partnership with department management regarding appropriate documentation, i.e. disciplinary and performance-based letters i.e. verbal, written warning, suspension and termination, suspension pending investigation, approvals for change of hours or work conditions.
Provide effective active listening and counseling skills. Appreciate the business/organizational perspective during the resolution process when addressing employee or management concerns.
Listen to the situation/concern thoroughly to provide a portfolio of recommendations for a timely and effective resolution.
Create and present sound action plans with concrete, actionable measures for effecting change in the workplace to address both technical and interpersonal concerns.
Provide one-on-one staff and management coaching and guidance to staff, supervisors and managers on performance improvement and balancing responsibilities.
Counsel employees and management to provide consultation on University policies procedures, CBA, and work rules. Ensure that staff and management interpret and apply consistently.
Recommend ERLR practices to assist in establishing a positive employer/employee relationship and to promote a high level of employee morale and engagement.
Develop and present trainings on a host of labor relations topics for management to improve understanding of labor relations and promote improved contract administration.
Maintain the ERLR database that includes disciplinary actions, appeals, grievances, risk assessments, RFI’s, and policy violations.
Updates the divisional employee file with accurate documentation such as signed progressive disciplinary letters.
Support the development and maintenance of ERLR employee notification and appointment template letters.