Senior Manager, Human Resources (Labor Management)

Yale New Haven Health•New London, CT

12d

About The Position

Under the direction of the Vice President of Human Resources, the Senior Manager is responsible for the strategic development, implementation, and administration of Human Resources activities. The role plans, develops, recommends, and implements HR programs and maintains policies to ensure uniform and equitable treatment of employees. It provides consultative support and partners with leadership on complex issues, manages day-to-day departmental activities, and keeps the Vice President informed of non-routine developments. The position also serves as a strategic partner and consultant to managers, senior executives, and employees on established HR policies and procedures. The role leads assigned staff and oversees employee relations and labor relations activities, including preventive labor relations, employee engagement and retention programs, policy compliance, discipline and grievance matters, and responses to agency investigations and claims. It develops and delivers training and works with Centers of Expertise and other departments to support HR programs. The position also manages budgets for its areas of responsibility and participates in budget mitigation discussions with senior leadership.

Requirements

Bachelor’s degree required.
Minimum of 5–7 years of Human Resources experience.
Excellent oral and written communication and interpersonal skills.
Strategic leadership skills and demonstrated leadership ability.
Ability to use data to create metrics and improve processes.
Ability to excel in a complex, team-oriented work environment.
Creative, results-oriented, and credible.
Polished, poised, and highly professional.

Nice To Haves

Master’s degree preferred.
Previous healthcare and HR leadership management experience highly preferred.
Prior healthcare experience strongly preferred.
Demonstrated experience in evolving culture.
Strong change-agent experience.
Superior analytical abilities.

Responsibilities

Delegate work to assigned staff, establish workflow standards, provide guidance, and ensure work is completed efficiently and correctly.
Model the organization’s Standards of Professional Behavior and Values, and support staff development, mentoring, and coaching.
Communicate system-wide vision, goals, and strategies; set clear goals and directions and monitor progress through coaching and timely feedback.
Develop and administer Human Resources policies and procedures, and advise managers and directors on their application.
Conduct timely orientation and annual performance reviews for assigned staff, and counsel staff or develop performance improvement plans as needed.
Prepare and analyze department budgets, identify budget needs or reductions, allocate operating funds as applicable, manage budgets for areas of responsibility, and ensure budget compliance.
Represent the Vice President of Human Resources in budget mitigation discussions with senior leadership.
Develop and execute HR policies, procedures, and practices in compliance with applicable employment laws and regulations, keeping them aligned with current legal trends.
Consult with management and counsel employees on discipline and grievance issues.
Coordinate employee engagement surveys and other methods of assessing and reporting the employee relations environment; identify concerns and develop action plans with line management.
Ensure effective preventive labor relations, including identifying potential problem areas, collecting and interpreting data, and working with departments to promote equitable treatment and a positive work environment.
Oversee research and preparation of compliance responses to agencies and investigations involving complaints, discrimination claims, and unfair labor practice claims.
Oversee the development and execution of retention programs and related activities that support a positive employee relations environment and job attitudes.
Develop and deliver training materials supporting employee relations and HR functions, including discipline, counseling, performance assessment, contract administration, and proactive labor relations.
Partner with Centers of Expertise in the development, coordination, and administration of programs.
Monitor legal requirements and advise management on actions needed to comply with federal, state, and local laws.
Participate in assigned committees, forums, and task forces.
Build relationships with key stakeholders and navigate a large, matrixed organization.