Director Of Labor And Employee Relations

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.

Location: -Manhattan
Activation Date: Friday, March 22, 2024
Expiration Date: Saturday, June 1, 2024
Apply Here