Labor and Employee Relations Consultant – Human Resources

• Bachelor’s degree in industrial relations or Human Resources management or related field (six years of professional Human Resources experience may be substituted for the degree)
• Minimum of four years of experience in Human Resources/labor relations
• Advanced knowledge of contract interpretation and administration, grievance handling, conducting, and evaluating investigations, FMLA, ADA, NLRA, and Title VII
• Advanced knowledge of collective bargaining, labor management committees, at-will terminations, re-employment insurance, other state and federal employment legislation not referenced above, and Employee related record keeping requirements.
• Correct English language, grammar, spelling, punctuation, and vocabulary.
• Use of personal computer, word processing, spreadsheets, and presentation software

Location/Hours:

• M-F; Days
• May work remotely but will need to visit HealthPartners sites on a very limited basis.

Accountabilities:
Contract Administration

• Implement the Employer’s contract administration philosophy.
• Serve as technical resource to leaders regarding contract administration.
• Develop and maintain tools and resources regarding contract administration.

Grievance Handling

• Implement the Employer’s grievance handling philosophy.
• Serve as technical resource regarding grievances and grievance handling process to leaders.
• Conduct meetings and respond to final step grievances.
• Review and approve settlement offers made by leaders at the earlier steps of the grievance procedure.
• Negotiate settlements at the final step of the grievance procedure and pre-arbitration.
• Work with outside counsel to oversee arbitration process.

Negotiations

• Assist or lead special negotiations.
• Assist with or negotiate Letters of Understanding
• Participate in preparation for Local 12 and SEIU negotiations.
• Participate in or lead planning for implementation and implementing newly negotiated contract provisions.
• Assist with or lead strike planning.

Relationship with Union Business Representatives

• Represent the Employer to Business Representatives regarding system-wide issues.
• Implement the Employer’s philosophy regarding relationship with Business Representatives
• Serves as technical resource to leaders and Human Resources regarding building and maintaining positive relationships with Business Representatives

Labor Management Committees

• Implement the Employer’s philosophy regarding labor management committee process.
• Represent the Employer management committees.
• Serves as technical resource to leaders regarding labor management committees.

Policies and Procedure

• Serve as technical resource regarding the Employer’s policies and procedures to leaders and the Human Resources Department
• Maintain tools and resources regarding the Employer’s policies and procedures.

Employee Relations

• Manage employee complaints and concerns (outside the union grievance process), which may include:
  • Conduct and/or advise leaders regarding investigations.
  • Meet with and/or advise leaders to meet with employees to attempt to resolve the employees’ concerns.

Investigations

• Conduct and/or advise leaders regarding investigations of employee misconduct, poor performance, and allegations of discrimination as defined by federal, state, or local laws/regulation.
  • Serve as technical and strategic resource to leaders regarding conducting investigations.

Americans with Disability Act as Amended

• Conduct investigations/review complaints and/or advise leaders regarding allegations of potential non-compliance with ADAA.
• Lead and/or advise leaders regarding the interactive process.
• Serve as technical and strategic resource to leaders regarding ADAA.

At-Will Terminations

• Serve as technical resource to leaders regarding at-will termination.

Unemployment Insurance

• Implement the Employer’s philosophy regarding unemployment insurance process.
• Serve as technical resource to leaders regarding unemployment insurance process and response techniques.

Regulatory Laws and Regulations

• Serve as technical resource to leaders regarding FMLA, ESST, ADAA, NLRA, Title VII, FLSA (in conjunction with Compensation), ADEA, and other employment and labor laws.

Training

• Prepare and/or present training for management regarding Labor and Employee Relations.

We’re a nonprofit, integrated health care organization, providing health insurance in six states and high-quality care at more than 90 locations, including hospitals and clinics in Minnesota and Wisconsin. We bring together research and education through HealthPartners Institute, training medical professionals across the region and conducting innovative research that improve lives around the world.

At HealthPartners, everyone is welcome, included and valued. We’re working together to increase diversity and inclusion in our workplace, advance health equity in care and coverage, and partner with the community as advocates for change.

Join us and become a partner for good, helping to improve the health and well-being of our patients, members and the communities we serve.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant because of race, color, sex, age, national origin, religion, sexual orientation, gender identify, status as a veteran and basis of disability or any other federal, state or local protected class.