Labor Relations Consultant - Human Resources

Hartford Healthcare•Manchester, CT

About The Position

We take great care of careers . With locations around the state, Hartford HealthCare offers exciting opportunities for career development and growth. Here, you are part of an organization on the cutting edge – helping to bring new technologies, breakthrough treatments and community education to countless men, women and children. We know that a thriving organization starts with thriving colleagues-- we provide a competitive benefits program designed to ensure work/life balance. Every moment matters. And this is your moment. Work where every moment matters. Every day, more than 40,000 Hartford HealthCare colleagues come to work with one thing in common\: Pride in what we do, knowing every moment matters here. We invite you to become part of Connecticut’s most comprehensive healthcare network. The Greater Manchester Region has approximately 2,500 colleagues. It includes Manchester Memorial Hospital, a 249-bed community hospital, Rockville General, a campus of Manchester Memorial Hospital, a 102-bed facility, a large multispecialty provider group and visiting nurse services. The Greater Manchester Region serves a region of 300,000 people in 19 towns. Acts as a liaison between the employer and employee to improve performance, mitigate risk and ensure compliance with policies and State/Federal labor law/regulations. Works to m aintain a positive employee relations culture by proactively assessing the work environment to identify and mitigate risk situations. Working with leadership and colleagues facilitates appropriate investigation of workplace concerns and enables resolution. Teach, coach and mentor leaders on effectively communicating with and engaging colleagues Facilitate investigative process to resolve employee relations concerns; able to interpret various organizational policies to inform decision making Guides leaders through the performance improvement process utilizing coaching and development, formal corrective action and decision guide tools Proactively collect, analyze and summarize various data and identify trends; collaborate with appropriate stakeholders to determine appropriate solutions; Perform exit interviews to identify actionable trends; partner with leadership to implement countermeasures to reduce turnover and drive engagement Partner with Human Capital Consultant (HCC) to determine need for strategic planning, identify engagement and retention opportunities and execute HCC recommended solutions; coach leaders to exhibit behaviors that support the Hartford HealthCare culture Guide leaders decision making related to the performance evaluation and merit compensation program; review and approve performance ratings and merit increases in compensation tool; as needed, assist leaders in developing a business case to justify need for position elimination/reduction in force Partner with legal resources, participate in various dispute resolution situations (i.e. CHRO, litigation, EEOC, unemployment etc.) Facilitate/communicate COE program changes As applicable, work with bargaining unit employees and leadership to maintain effective relationships; drives employee grievance process; participates in contract planning and negotiations Perform other related duties as required

Requirements

Bachelor’s degree required; bachelor's degree in human resources preferred.
Minimum of 3 years of HR experience, 5+ years of HR experience and PHR preferred
Must be able to read and understand oral and written instruction and effectively communicate information in English.
Basic knowledge to understand the business's goals and how HR functions contribute to them
Able to read, understand, analyze, and communicate data effectively independently with guidance on more complex situations. Involves knowing how to work with data and asking the right questions, interpreting results accurately, and using data to inform decisions.
Build strong relationships with stakeholders at all levels.
Ability to convey information clearly, effectively, and respectfully using empathy and active listening to connect and collaborate with diverse stakeholders.
Proficiency with MS office suite and Excel.

Nice To Haves

5+ years of HR experience and PHR preferred

Responsibilities

Acts as a liaison between the employer and employee to improve performance, mitigate risk and ensure compliance with policies and State/Federal labor law/regulations.
Works to maintain a positive employee relations culture by proactively assessing the work environment to identify and mitigate risk situations.
Working with leadership and colleagues facilitates appropriate investigation of workplace concerns and enables resolution.
Teach, coach and mentor leaders on effectively communicating with and engaging colleagues
Facilitate investigative process to resolve employee relations concerns; able to interpret various organizational policies to inform decision making
Guides leaders through the performance improvement process utilizing coaching and development, formal corrective action and decision guide tools
Proactively collect, analyze and summarize various data and identify trends; collaborate with appropriate stakeholders to determine appropriate solutions
Perform exit interviews to identify actionable trends; partner with leadership to implement countermeasures to reduce turnover and drive engagement
Partner with Human Capital Consultant (HCC) to determine need for strategic planning, identify engagement and retention opportunities and execute HCC recommended solutions; coach leaders to exhibit behaviors that support the Hartford HealthCare culture
Guide leaders decision making related to the performance evaluation and merit compensation program; review and approve performance ratings and merit increases in compensation tool; as needed, assist leaders in developing a business case to justify need for position elimination/reduction in force
Partner with legal resources, participate in various dispute resolution situations (i.e. CHRO, litigation, EEOC, unemployment etc.)
Facilitate/communicate COE program changes
As applicable, work with bargaining unit employees and leadership to maintain effective relationships; drives employee grievance process; participates in contract planning and negotiations
Perform other related duties as required