NYU LANGONE HEALTH is a world-class, patient-centered, integrated academic medical center, known for its excellence in clinical care, research, and education. It comprises more than 200 locations throughout the New York area, including five inpatient locations, a children's hospital, three emergency rooms and a level 1 trauma center. Also part of NYU Langone Health is the Laura and Isaac Perlmutter Cancer Center, a National Cancer Institute designated comprehensive cancer center, and NYU Grossman School of Medicine, which since 1841 has trained thousands of physicians and scientists who have helped to shape the course of medical history. At NYU Langone Health, equity, diversity, and inclusion are fundamental values. We strive to be a place where our exceptionally talented faculty, staff, and students of all identities can thrive. We embrace diversity, inclusion, and individual skills, ideas, and knowledge. For more information, go to nyulangone.org, and interact with us on LinkedIn, Glassdoor, Indeed, Facebook, Twitter, YouTube and Instagram.

POSITION SUMMARY: We have an exciting opportunity to join our team as a Manager - Employee Relations. In this role, the successful candidate is responsible for cultivating positive Employee Relations by assisting in the development and administration of employee relations activities at the Medical Center. Responsible for providing professional assistance to Medical Center leadership and employees regarding complex employee relations matters; Ensures leadership and staff complies with all Medical Center policies and collective bargaining agreements as well as federal, state and local laws and regulations; Responds to employee concerns and inquiries; Conducts investigations assuring that recommendations are consistent and fair; Designs, implements and maintains programs to facilitate positive relationships with non-union employees, and unions representing employees at the Medical Center in line with the institutions goals. By understanding issues at the department level, functions as a strategic resource of information and support to department management, to resolve concerns. Engages in activities which ensure that Employee Relations is viewed as a beneficial and accessible resource for all Medical Center leadership and employees.

JOB RESPONSIBILITIES:

• Relationship Building: Assist in the development of department based programs and activities that support the development of commitment among the workforce toward achieving the Medical Centers priorities. Consults with and engages the Medical Centers department of Organizational Development and Learning to address department specific issues which might be resolved through ODL intervention. Becomes a focal point for information and data collection, strengthens and solidifies employer employee relationships thru engaging in issues at the unit and department level. Conduct periodic employee satisfaction monitoring via direct contact with employees and department leadership, focus groups, and analysis of data. Assist in the development and implementation of action plans with organizational leadership to address areas of concern.
• Professional Development: Maintains familiarity with trends, issues, and advances in human resources through periodic review of relevant journals or other literature. Is a member of and participates in professional organizations. Identifies and actively pursues a planned program of professional growth through continuing education, etc.
• Metrics: Maintains current, detailed and accurate information on work output within LaborSoft. Maintains current and accurate information on the status of assigned Grievances and Arbitration within Onbase and Grievance Log. Maintains organized and orderly case files and files them in a timely manner in the HOS/SOM Department filing cabinets.
• Legal & Regulatory Compliance: Ensures Medical Center compliance with federal, state, and local regulations pertaining to Employee Relations. Maintains an awareness of current regulatory requirements, interprets legislation (either new or changes to current) and court decisions on various employee relations issues as they affect the Medical Center on an ongoing basis. Meets with representatives of the various regulatory agencies in order to provide them with requested data and ensure compliance. Reviews decisions and recommendations of regulatory agencies and initiates changes in response to deficiencies or regulatory requirements.
• Training: Researches, develops, designs and presents training programs/sessions in all areas of Employee Relations. Researches material to develop courses and work with departmental leadership to determine determines future needs.
• Third Party Proceedings: Investigates charges or complaints, filed with third party agencies. Conduct investigations into allegations contained with the charge. Interview supervisors, witnesses and others involved parties to assist in preparation of a response to charge. Provides assistance to legal counsel in responding to complaints and third party proceedings, including EEOC, NY State or City Dept of Human Rights Charges, NLRB charges. Represent the Medical Center at conferences, hearings, etc.
• Arbitration: Reviews positions/arguments for cases via written summary in preparation for arbitration. Initiates and extends recommendations for terms of settlement for grievances in lieu of arbitration. Prepares thorough analysis of arbitrations and third-step non-union grievances specifying the strengths and weaknesses of the positions of both parties. Assists Legal Counsel in preparing for and representing the Medical Center at arbitrations and third-party proceedings as required. When appropriate testifies on behalf of the Medical Center in arbitrations, particularly in cases involving procedural disputes/issues and policy/contract interpretation. Contacts departments to notify and explain basis for arbitration decision, and implications for future operational/disciplinary action on the part of management. Initiates follow-up to ensure arbitrator's decision and/or settlement agreement is complied with.
• Grievance Administration: Manages the grievance process for non-union and union staff and facilitates discussions to resolve disputes between management and staff. Prepares department representatives for grievance meetings. Serves as objective advocate or impartial hearing officer in third step grievances initiated by or on behalf of union employees. Reviews and analyzes the facts presented, evaluates testimony of witness, and follows up as necessary prior to making recommendations to departments or writing third step union grievance decisions. Consults with the Assistant Director about which cases should be left to the arbitration process if pursued by the Union. Drafts and implements appropriate agreements when settling grievances.
• Employee & Labor Relations: Provides advice information, guidance and assistance to Medical Center leadership in the administration of policies and procedures, performance assessment, contract interpretation, disciplinary and grievance issues including corrective action for a large variety of departments at the Medical Center (including those involving high levels of management, and are politically or union sensitive). Investigates and responds to complaints and charges filed with outside agencies, and represents the Medical Center at Arbitrations and other third proceedings. Responds to questions and problems regarding policy interpretation and implementation. Investigates the issues raised and gathers all pertinent data before making a recommendation. Interprets the collective bargaining agreement for union employees based on an analysis of each situation, maintaining consistency and taking past practices into consideration Recommends appropriate performance evaluation or disciplinary action as needed. Identifies legally sensitive issues and raise those issues with supervisor and/or legal counsel. Assists other sections of Human Resources in resolving employee relations problems. Provides instruction and advice to department management on proper documentation, investigatory steps and procedures for discipline and termination. Identifies and recommends necessary policy changes to department managers and Medical Center leadership as needed.

MINIMUM QUALIFICATIONS: To qualify you must have a Bachelors degree required. Minimum three years of progressive experience in Human Resources. Employee & Labor Relations experience preferred. Effective oral, written communication and interpersonal skills required.

PREFERRED QUALIFICATIONS: Masters degree in Human Resources or related fields.

Qualified candidates must be able to effectively communicate with all levels of the organization. NYU Langone Health provides its staff with far more than just a place to work. Rather, we are an institution you can be proud of, an institution where you'll feel good about devoting your time and your talents. NYU Langone Health is an equal opportunity and affirmative action employer committed to diversity and inclusion in all aspects of recruiting and employment. All qualified individuals are encouraged to apply and will receive consideration without regard to race, color, gender, gender identity or expression, sex, sexual orientation, transgender status, gender dysphoria, national origin, age, religion, disability, military and veteran status, marital or parental status, citizenship status, genetic information or any other factor which cannot lawfully be used as a basis for an employment decision. We require applications to be completed online. If you wish to view NYU Langone Health's EEO policies, please click here. Please click here to view the Federal "EEO is the law" poster or visit https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm for more information.

NYU Langone Health provides a salary range to comply with the New York City Law on Salary Transparency in Job Advertisements. The salary range for the role is $88,524.96 - $147,541.60 Annually. Actual salaries depend on a variety of factors, including experience, specialty, education, and hospital need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits

Required Skills Required Experience