Hr Business Consultant Iii, Labor Relations (Remote)

Primary Labor Relations and HR point of contact for Magellan Federal. Advises and provides strategic Labor Relations counsel to leadership team members supporting represented employees. Support includes, but is not limited to, Collective Bargaining Agreement (CBA) negotiation support, interpretation and administration; positive employee relations; staffing and workforce planning; and maintaining a positive culture in a unionized environment. Interfaces with union representatives to build and maintain positive and effective union-company relations.

In addition, provides HR guidance on HR issues ranging from organizational development, employee relations, attraction and retention of key personnel, training assessment and implementation of programs, staff development, management coaching/advisement, and communication plans. Participates in the annual planning process with business partners and builds corresponding human capital actions to support the business objectives.

Strongest preference will be given to candidates with government contracting experience.

Primary HR point of contact for direct reporting line into a Senior Leader of a specific business unit, (i.e., directs to SBU or Corporate leads). Participates in the annual planning process with business partners and build corresponding human capital actions to support the business objectives. Provides HR guidance on HR issues ranging from organizational development, employee relations, attraction and retention of key personnel, training assessment and implementation of programs, staff development, management coaching/advisement, and communication plans.

Talent Acquisition

• Works with business leader to build annual staffing plan into appropriate business area specific needs. Partners with TA to execute on plan. Revisits forecasts quarterly and adjusts based on business need. Takes proactive approach with leaders and TA to source early for key critical openings.
• Interviews mid-level (Director) candidates and provides feedback to business partner on potential hires.
• Supports Senior HRBC in gathering competitive intelligence by interviewing new hires regarding talent and ensuring TA has the information to enter into ATS for pipelining.
• Consults with business leaders and provides compensation recommendations on higher level or and key critical roles. Presents offer recommendations to compensation team based on knowledge of the business, the role, and the market demands.
• Builds customized New Leader Acceleration plan to ensure early success for all mid-level hires. Ensures execution of plan and provide periodic check-ins to catch early concerns.

Talent Management and Development

• Executes on the business area talent plan by facilitating Talent Reviews and Succession Planning sessions throughout client area. Coaches leaders on the process, challenges the status quo and ensures final plans, 9 Blocks, etc., are loaded into the database.
• Ensures development plans are completed for all employees. Provides counsel to leaders and employees throughout the process.
• Supports business and Senior HRBC in brokering talent across Magellan in fulfillment of Talent Reviews.

Compensation

• Partners with the business and Compensation to ensure programs are executed within guidelines and that award criteria supports achievement of business outcomes.
• Identifies situations across the business unit that requires review and analysis with Compensation (e.g., market issues for specific roles). Partners with Compensation to gather data and complete the analysis.
• Based on established guidelines, and knowledge of the business/role, provides recommendations for mid-level hires.

Organization Design/Change Management

• Partners with Senior Leaders on all organization restructures/redesigns. Ensures new structure supports achievement of business strategy. Challenges the status quo on roles and offer alternate solutions to current design.
• Ensures Change Management principles are incorporated into all restructures and assist leaders in building the appropriate steps into business processes. (Includes climate assessments, communication plans, learning strategies and corresponding staffing strategies.
• Educates leaders on the use of consistent approach and tools for all org redesign and change initiatives.

Leadership and Team Development

• Diagnoses, designs and facilitates appropriate team development/intervention sessions to address areas of concern and/or continues development. Provides ongoing support and counsel to leaders to identify strengths and areas of development.
• Conducts New Leader Acceleration sessions for new leadership hires within 90 days to identify areas of concern and develop appropriate actions to address.
• Partners with leaders to review/analyze survey results. Identifies areas of strengths and opportunities year over year. Supports leaders in identifying areas of focus and building strategic plans to address concerns.
• Leverages and shares team building tools and practices with HR peers as a continual best practice.
• Supports identification of attendees for corporate learning programs.

General HR Support

• Provides support to Senior Employee Relations Specialists in any complex employee relations issue within customer base. Provides background, consultation, and supporting documentation as appropriate.
• Supports HR initiatives such as open enrollments, new hire orientations, process automation, corporate compliance programs, bonus plans, performance reviews, merit increase process, leadership continuity, etc. Provides communication/education/support to SR Leaders on the roll-out of all HR initiatives and systems (e.g., policy changes, GPS, Workday).
• Proposes, develops, and implements creative alternatives and adaptations of HR programs as appropriate to meet local business needs.
• Partners with business leaders on RIF activity. Provides counsel on process and ensure all actions are in compliance with policy. Coordinates notifications, paperwork and identifies any extenuating circumstances that need to be addressed.
• Partners with leaders to ensure the Performance Management process is administered appropriately. Ensures a pay for performance culture by the implementation of solid annual performance goals and the appropriate distribution of dollars across the organization.
• Ensures compliance with federal and state regulations as they pertain to employment laws.
• Ensures consistent application of corporate procedures and practices regarding employment activities by reviewing and auditing such employment activities.
• As applicable, advises and provides strategic Labor Relations counsel to leadership team members supporting represented employees. Support includes, but is not limited to Collective Bargaining Agreement (CBA) negotiation support, interpretation and administration; positive employee relations; staffing and workforce planning; and maintaining a positive culture in a unionized environment. Interfaces with union representatives to build and maintain positive and effective union-company relations.

Other Job Requirements

Responsibilities

Bachelor's degree plus a minimum of 12 years of experience as an HR Business Consultant.
Strong written and verbal communication skills.
Demonstrated ability to manage at all levels in the organization.
Strong negotiation skills.
Proven track record in all aspects of strategic HR capital management.
Strong technology skills with an aptitude for learning new technologies quickly.
Strong working knowledge of MS Office Suite.

General Job Information

Title

HR Business Consultant III, Labor Relations (Remote)

Grade

29

Work Experience - Required

Human Resources

Work Experience - Preferred

Education - Required

Bachelor's

Education - Preferred

Master's

License and Certifications - Required

License and Certifications - Preferred

SPHR - Senior Professional in Human Resources - Enterprise

Salary Range

Salary Minimum:

$93,955

Salary Maximum:

$159,725

This information reflects the anticipated base salary range for this position based on current national data. Minimums and maximums may vary based on location. Actual pay will be adjusted based on an individual's skills, experience, education, and other job-related factors permitted by law.

This position may be eligible for short-term incentives as well as a comprehensive benefits package. Magellan offers a broad range of health, life, voluntary and other benefits and perks that enhance your physical, mental, emotional and financial wellbeing.

Magellan Health, Inc. is proud to be an Equal Opportunity Employer and a Tobacco-free workplace. EOE/M/F/Vet/Disabled.
Every employee must understand, comply with and attest to the security responsibilities and security controls unique to their position; and comply with all applicable legal, regulatory, and contractual requirements and internal policies and procedures.