Sr Labor & Employee Relations Professional

Siemens Healthineers

About The Position

Join us in pioneering breakthroughs in healthcare. For everyone. Everywhere. Sustainably. Our inspiring and caring environment forms a global community that celebrates diversity and individuality. We encourage you to step beyond your comfort zone, offering resources and flexibility to foster your professional and personal growth, all while valuing your unique contributions. The Senior Labor & Employee Relations Professional supports the Vice President of Labor & Employee Relations in managing complex employee relations matters, administering collective bargaining agreements, and supporting labor-management processes. This role conducts and assists with high-risk employee complaint investigations, manages the grievance and arbitration process, supports union negotiations, and delivers positive employee relations training to HR and business leaders. The position plays a key role in promoting fair, consistent practices aligned with organizational goals, employment laws, and collective bargaining agreements.

Requirements

Bachelor’s degree in Human Resources, Labor Relations, Business Administration, or a related field, or equivalent experience.
Experience in labor relations, employee relations, or HR within a unionized environment.
Minimum of 5 years of HR Generalist experience.
Strong knowledge of employment laws and labor regulations, including NLRA, Title VII, ADA, FMLA, and applicable state labor laws.
Experience conducting fact-finding or workplace investigations.
Excellent interviewing, analytical, and documentation skills.
Strong organizational skills with the ability to manage multiple priorities.
Ability to handle sensitive information with discretion, neutrality, and professionalism.
Strong written and verbal communication skills.
Proven ability to remain professional during escalated or high-pressure situations.
Ability to travel 15–20% as needed.

Nice To Haves

HR or labor relations certification (SHRM-CP, SHRM-SCP, PHR, SPHR, or CLRP).

Responsibilities

Collective Bargaining Agreement (CBA) Administration Assist in the interpretation and administration of collective bargaining agreements (CBAs), ensuring consistent application across unionized locations.
Provide contract guidance to leaders, HR staff, and employees regarding contract provisions, past practices, and obligations.
Monitor compliance with CBA terms, labor laws, and internal policies.
Support the preparation and delivery of Union Contract Administration training for HR and business leaders.
Grievance & Arbitration Administration Manage the grievance process, ensuring all deadlines and procedural requirements are met.
Conduct fact-finding for grievances, review documentation, and prepare summaries and management responses.
Support the Vice President in preparing arbitration cases, including compiling evidence, drafting case files, and assisting with witness preparation.
Union Negotiations Support Assist the Vice President in all phases of collective bargaining preparation, including: Drafting and reviewing proposal language Conducting research and data analysis Preparing cost models and comparisons Organizing negotiation materials and tracking proposals Participate in bargaining sessions as needed.
Maintain accurate and confidential negotiation documentation.
Positive Employee Relations Training & Support Develop and deliver positive employee relations training for supervisors, managers, and frontline teams.
Educate leaders on respectful workplace practices, conflict resolution, and early issue resolution strategies.
Support proactive engagement initiatives designed to improve workplace climate.
Assist with labor-management meetings, joint committees, and communication initiatives that build trust and engagement.
Employee Relations Investigations Conduct or support complex, sensitive, and high-risk employee complaint investigations, including allegations of discrimination, harassment, retaliation, workplace misconduct, and policy violations.
Interview complainants, respondents, and witnesses using fair and consistent investigative practices.
Assess facts, review evidence, evaluate credibility, and prepare detailed, objective reports with findings and recommendations.
Partner with the Vice President of Labor & Employee Relations, HR Business Partners, and Legal to ensure appropriate and consistent resolutions.
Maintain strict confidentiality and uphold high investigative standards.