Employee & Labor Relations Consultant

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Responsible for maintaining positive and effective employee/labor relations practices and support with assigned departments and effectively implement and oversee HR policies and procedures.

MINIMUM QUALIFICATIONS:

EDUCATION AND EXPERIENCE

1. Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and two years of professional Human Resources experience required.

2. OR Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and four years of professional Human Resources experience required.

PREFERRED QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification preferred.

EXPERIENCE:

1. Experience with an emphasis in employee and/or labor relations.

2. Recent work experience in a healthcare setting preferred.

CORE DUTIES AND RESPONSIBILITIES: As an advocate for employees, company and departmental goals and initiatives, demonstrate knowledge of management and employee needs and apply that knowledge to create solutions.

1. Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions with an emphasis in the area of employee/labor relations. Assists and advises hospital and management staff on employee and labor relations issues.

2. Develops and recommends employee relations practices necessary to maintain positive employer/employee working relationships and promote positive employee morale in accordance with the mission and values and sound administrative practices.

• Assists in the preparation and review of arbitrations and other legal inquiries.
• Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
• Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.

3. Investigates employee issues/problems utilizing sound judgment consistent with organization policies including: harassment, working conditions, disciplinary actions, and employee and applicant appeals and grievances. According to circumstances, provides appropriate guidance to hospital management and individuals.

• Advises and assists management staff in counseling, disciplining or terminating employees as a result of performance, behavior, and attendance actions.
• Ensures required written corrective action forms are reviewed in Human Resources.

4. Assist management with grievance procedure.

• Receives and reviews grievance statements and written responses.
• Attends all 3rd level grievance meetings.

5. Protects the interest of employees and the organization in accordance with policies and procedures and governmental laws and regulations, and collective bargaining agreement.

• Interprets, educates and makes recommendations to assure that the organization is in compliance with the collective bargaining agreement.
• Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that the organization maintains legal, nondiscriminatory practices.

6. Prepares and maintains employee handbook. Develops, reviews, and updates Hospital and Human Resources department policies and procedures as needed. 

7. Serves as the HR representative on the Harassment Committee.

PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Extended periods of sitting. 

2. Extended periods of computer usage.

3. Required to walk to various areas throughout the departments or medical complex.  This may require the use of elevators and/or stairs.

WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Standard, high volume office environment.

SKILLS AND ABILITIES:

1. Must have and maintain a working knowledge of federal and state labor laws related to all aspects of human resources. 

2. Must have an ability to organize and prioritize multiple projects.

3. Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.

4. Must have strong analytical and problem solving skills.

5. Must have ability to maintain high level of confidentiality.

6. Must have the ability to interface with management and employees at all levels of the organization.

Additional Job Description:

This position is remote with the requirement to have an onsite presence at locations Berkeley Medical Center, Jefferson Medical Center, and Grant Memorial Hospital as needed.

Scheduled Weekly Hours:

40

Shift:

Exempt/Non-Exempt:

United States of America (Exempt)

Company:

BMC Berkeley Medical Center

Cost Center:

560 BMC HR

Address:

2500 Hospital Drive

Martinsburg

West Virginia

Equal Opportunity Employer

 

West Virginia University Health System and its subsidiaries (collectively "WVUHS") is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.