Full Job Description
Job ID: 006962
Description:
Executive Headquarters (117 West 124th St)
$135,000 - $150,000 /year
Position Summary:
Reporting to the Vice President of Talent
Management and Human Resources, the Director of Labor and Employee
Relations is a strategic, result-oriented thought partner for the
organization responsible for overseeing and managing labor relations,
employee engagement that aligns with the company's mission, vision,
core values, and short- and long-term goals. The director plays a
crucial role in ensuring compliance with employment laws, cultivating
positive labor relations, and promoting a culture that encourages
collaborative management-employee relationships.
Essential Duties:
- Understand and promote the organization's
Mission, Vision, and Core Values to ensure alignment with
organizational policies and procedures.
- Effectively
cultivate a positive employee relations environment by implementing
and maintaining programs to facilitate a positive relationship with
non-union employees and union-represented employees in line with the
organizational goals.
- Manage contract administration,
contract negotiation, grievance, and arbitration issues.
- Lead the labor and management committees.
- Provide definitive direction, interpretative guidance,
and support leadership on collective bargaining agreements, policy and
procedure compliance, and adherence to local, state, and federal laws
governing employment practices.
- Provide training to
managers and employees on labor and employee relations topics.
- Provides advice to supervisors on counseling employees
and evaluating potential disciplinary matters for employees.
- Mediate conflicts and disputes between employees or
between employees and management.
- Implement proactive
measures to prevent and address workplace conflicts.
- Investigate and resolve employee complaints, disputes,
and conflicts.
- Develop, implement, and update HR
policies and procedures to reflect best practices and legal
requirements.
- Communicate policy changes and updates to
relevant stakeholders.
- Design and implement initiatives
to enhance employee engagement and satisfaction.
- Collaborate with leadership to develop and execute
strategies that promote a positive organizational culture.
- Develop and analyze key performance indicators (KPIs)
related to labor and employee relations.
- Prepare regular
reports for senior management on trends, concerns, and resolutions.
- Lead, mentor, and manage a team of HR professionals,
ensuring effective performance and development.
- Oversee
the day-to-day activities of the labor and employee relations
department.
- Provide guidance and support to HR staff,
fostering a collaborative and high-performance team.
- Stay abreast of federal, state, and local employment
laws and regulations.
- Ensure organizational compliance
with labor laws and provide guidance on potential legal issues.
- Perform other duties as assigned.
Minimum Qualifications:
- Bachelor's degree in Human Resources, Business
Administration, or a related field; additional experience and
professional certification in HR (e.g., SHRM-SCP, SPHR) may be
considered in lieu of a degree.
- A minimum of 8 years of
progressively responsible experience in the practice of labor and
employee relations, preferably within the nonprofit sector.
- A minimum of 8 years of Human Resource management
experience preferably in a nonprofit human services sector.
- Prior experience utilizing HRIS software and navigating
HR systems.
Key Competencies:
- Deep understanding and application of
labor and employment laws, wage and hour, and HR best practices.
- Demonstrated knowledge of the practical application of
human resources principles and laws in the areas of employee and labor
relations.
- Trustworthy with the ability to maintain
confidentiality and handle sensitive information with discretion.
- Able to deliver effective results, and meet deadlines
and targets while working on a broad variety of projects.
- Ability to build positive working relationships with
employees and leaders at all levels within the organization.
- Strategic thinker with the ability to align HR
initiatives with organizational objectives.
- Able to
exercise sound judgment, sensitivity, and creativity to changing
business needs.
- Ability to organize tasks and projects
effectively and delegate as appropriate.
- Thrives in a
dynamic work environment with multiple priorities.
- Strong negotiation and conflict resolution skills.
- Excellent interpersonal, presentation. and communication
skills.
- Proficient with MS Office, Excel, PowerPoint,
and Outlook applications.
- Ability to travel for
trainings, conferences, and other business-related activities.
It is the policy of Children's Aid to provide
equal employment opportunity to all employees and applicants for
employment and is dedicated to maintaining a work environment that is
free from harassment and discrimination. Children's Aid will not
tolerate discrimination, harassment, or retaliation on any basis,
including race, creed, color, national origin, ethnicity, alienage or
citizenship status, gender/sex (including pregnancy), disability,
religion, source of income, sexual orientation, gender identity or
expression, age, familial status, caregiver status, military status,
marital or partnership status, status as a victim of domestic
violence, sexual violence or stalking, predisposing genetic
characteristics, arrest or conviction record, credit history,
unemployment status or any other characteristic protected by federal,
state or local law. Children's Aid is committed to complying with
applicable state and local laws governing non-discrimination in
employment. This policy applies to all terms and conditions of
employment, including, but not limited to, hiring, placement,
promotion, termination, layoff, recall, transfer, leaves of absence,
compensation, and training.
Children's Aid will conduct a
prompt and thorough investigation of all allegations of
discrimination, harassment, retaliation, or any violation of the Equal
Employment Opportunity Policy in a confidential manner and will take
appropriate corrective action, if and where warranted. Children's Aid
prohibits retaliation against employees who provide information about,
complain about, or assist in the investigation of any complaint of
discrimination or violation of the Equal Employment Opportunity
Policy.
The incumbent is expected to work a schedule,
whether in-person or hybrid, as determined by the department's needs
to facilitate effective collaboration with the team. This flexibility
is essential for maintaining seamless communication, fostering
teamwork, and ensuring the smooth operation of the department's
processes. The position's requirements are subject to periodic review
and adjustment based on organizational needs and changes in work
dynamics.
Requirements:
Job Type |
Full Time |
Location |
--Manhattan
|
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