Manager-Employee and Labor Relations (Rye, NY)

New York Blood Center Inc•City of Rye, NY

7d•$128,000 - $138,000•Onsite

About The Position

The Employee and Labor Relations Manager will manage and resolve employee and labor relations issues, including conducting investigations, preparing discipline notices, advising, and coaching supervisors, meeting and conferring with union representatives and representing NYBC other administrative hearings. This position will also manage, create, and deliver training programs and respond to internal and external audit requests as well as formulate responses to audit findings and recommendations. Provide consistent coaching, expertise and consultation to employees and managers in areas of behavior modification, conflict resolution and disciplinary issues (including termination) in accordance with the values, policies and procedures of the NYBC Coach supervisors on how to handle and document performance concerns, including PIPs, disciplinary actions and assist in the separation process. Partner with other departments such as EHS to maintain a safe work environment consistent with NYBC policy and state/federal regulations, or for corrective action to eliminate or minimize potential hazards. Partner with the HR Administration on issues related to Leave of Absences (LOAs) and return to work as well as with immigration. Partner with the Human Resource Director to update HR policies and procedures that pertain to employee relations; assist with training on compliance with policies and procedures. Serves as hearing officer in disciplinary issues and grievances and performance evaluation appeals. Prepares reports, analysis Conduct investigations involving allegations of policy and/or employment legal violations, working to ensure that issues are properly identified, reported, investigated, and resolved. Use data to identify and analyze employee relations trends and make recommendations to address ER trends and root causes. Assists in developing, planning, and implementing negotiation goals, objectives, and strategies; updates elected officials and managers on collective bargaining activities; recommends and obtains authorization for negotiating parameters. Assist in researching, compiling documentation and developing responses for litigation or EEOC charges and preparation of severance documents for terminations, reorganizations, and reduction in force activities. Performs Exit interviews and analyzes data, making recommendations to the management team for corrective and continuous improvement. Ensures compliance with the Collective Bargaining Agreement (CBA) and handles grievances in accordance with the CBA. NOTE: This position is located in Rye, NY. Are you able to come into the office 3 days a week?

Requirements

Bachelor’s degree in human resources, Business Administration or related field is required.
5 years’ experience in employee relations, workplace investigations, employment law.
3+ years of conducting Human Resources related investigations in a unionized environment.
Valid Driver’s license
Knowledge of federal, state and local laws and statutes, which govern employment policies and practice.
Knowledge of Collective Bargaining Agreements
Knowledge of investigative practices, risk management, and employment law.
Proficiency in HRIS Systems, Microsoft Suites,
Working knowledge of multiple human resource disciplines including employee relations, performance management, compensation practices, performance management, federal and state respective employment laws.
Superior written and verbal communication skills.
Analytical skills to evaluate safety data and propose improvements.
Cultural competency and the ability to communicate effectively in a culturally sensitive manner with both individuals and groups from diverse backgrounds.

Nice To Haves

Master's degree preferred.
7 or more years’ experience in the administration of labor contracts & negotiations, employee relations, workplace investigations, employment law highly preferred.
Experience working in a health care, manufacturing environment.

Responsibilities

Manage and resolve employee and labor relations issues, including conducting investigations, preparing discipline notices, advising, and coaching supervisors, meeting and conferring with union representatives and representing NYBC other administrative hearings.
Manage, create, and deliver training programs and respond to internal and external audit requests as well as formulate responses to audit findings and recommendations.
Provide consistent coaching, expertise and consultation to employees and managers in areas of behavior modification, conflict resolution and disciplinary issues (including termination) in accordance with the values, policies and procedures of the NYBC
Coach supervisors on how to handle and document performance concerns, including PIPs, disciplinary actions and assist in the separation process.
Partner with other departments such as EHS to maintain a safe work environment consistent with NYBC policy and state/federal regulations, or for corrective action to eliminate or minimize potential hazards.
Partner with the HR Administration on issues related to Leave of Absences (LOAs) and return to work as well as with immigration.
Partner with the Human Resource Director to update HR policies and procedures that pertain to employee relations; assist with training on compliance with policies and procedures.
Serves as hearing officer in disciplinary issues and grievances and performance evaluation appeals.
Prepares reports, analysis Conduct investigations involving allegations of policy and/or employment legal violations, working to ensure that issues are properly identified, reported, investigated, and resolved.
Use data to identify and analyze employee relations trends and make recommendations to address ER trends and root causes.
Assists in developing, planning, and implementing negotiation goals, objectives, and strategies; updates elected officials and managers on collective bargaining activities; recommends and obtains authorization for negotiating parameters.
Assist in researching, compiling documentation and developing responses for litigation or EEOC charges and preparation of severance documents for terminations, reorganizations, and reduction in force activities.
Performs Exit interviews and analyzes data, making recommendations to the management team for corrective and continuous improvement.
Ensures compliance with the Collective Bargaining Agreement (CBA) and handles grievances in accordance with the CBA.