Director of Labor and Employee Relations - Human Resources - Sharp Corporate Headquarters

Hours:

Shift Start Time:

8 AM

Shift End Time:

5 PM

AWS Hours Requirement:

8/40 - 8 Hour Shift

Additional Shift Information:

Weekend Requirements:

Not Specified

On-Call Required:

No

Hourly Pay Range (Minimum - Midpoint - Maximum):

$95.300 - $122.960 - $150.630

 

The stated pay scale reflects the range that Sharp reasonably expects to pay for this position.  The actual pay rate and pay grade for this position will be dependent on a variety of factors, including an applicant’s years of experience, unique skills and abilities, education, alignment with similar internal candidates, marketplace factors, other requirements for the position, and employer business practices. 

 

What You Will Do
Reporting to the Vice President Talent Management, the Director Labor and Employee Relations provides enterprise-wide leadership for Sharp HealthCare's labor and employee relations strategy, operations, and compliance programs. This role serves as a senior subject matter expert on labor and employment matters, partnering with executive leaders, Human Resources, and Legal Affairs to mitigate risk, ensure regulatory compliance, and support a positive and productive workforce culture. The Director leads a team responsible for the full spectrum of labor and employee relations services, including collective bargaining, contract administration, workplace investigations, conflict resolution, accommodations, and legal proceedings. As Sharp's designated Person Most Knowledgeable (PMK) for labor and employment matters, the Director represents the organization in depositions and other legal proceedings. Operating with a high degree of autonomy, the Director establishes strategic priorities, develops organizational policies and programs, manages resources, and implements enterprise-wide initiatives that protect Sharp's interests, strengthen employee and labor relations, and advance Sharp's vision of being the Best Place to Work.

Required Qualifications

• Bachelor's Degree in related field.
• 6 Years progressive Labor Relations, Employee Relations, or Human Resources management experience.
• 3 Years labor relations including labor contract negotiations.

Preferred Qualifications

• Master's Degree in related field.
• Juris Doctor (JD) in related field.
• Senior Professional in Human Resources (SPHR) - HR Certification Institute -PREFERRED
• Professional in Human Resources (PHR) - HR Certification Institute -PREFERRED

Essential Functions

• The Director leads a team of labor and employee relations professionals to provide guidance, advice, and strategic insight to Sharp executives and operational leaders. Supports the successful implementation of organizational initiatives while ensuring compliance with applicable policies, laws, and collective bargaining agreements (CBAs).
• Directs the design, implementation, and administration of programs, procedures and plans addressing workplace matters such as conduct, discipline, performance, conflict resolution, communications, and policy interpretation. Collaborates with other areas of People Services and Legal Affairs to promote consistent, effective, and legally compliant employee and labor relations practices.
• Provides enterprise-wide leadership for for the development and execution of Sharp’s labor relations strategies, tactics, operational execution of the CBAs. Serves as Sharp’s system-wide subject matter expert and primary liaison to all relevant unions (i.e. UNAC/SPNN, UNAC Professionals, California Nurses Association, and SEIU-UHW), their representatives, and Sharp’s represented employees and union leaders.
• Serves as Sharp’s system-wide subject matter expert of Sharp’s collective bargaining agreements. Develops and executes tactics used to facilitate Sharp’s labor strategy, including union mitigation, labor-management relationships, and collective bargaining agreement goals. Acts as the designated representative between Sharp and the unions’ representative(s) and their employee representatives.
• Develop and maintain internal practices to execute the terms of the collective bargaining agreements. In coordination with the labor relations team provides strategic guidance on grievance responses to mitigate liability and analysis of requests for information to ensure appropriate production of documentation. Collaborate with People Services and operational departments to provide strategic guidance on effective implementation of changes in working conditions and effects bargaining when necessary. Responsible for ensuring internal compliance with required dues/fees remittances to the unions.
• The Director serves as a member on the management negotiation team for successor and newly developed collective bargaining agreements. Provides guidance and participates in work stoppage preparedness. The Director leads contract implementation and is responsible for partnering with other functional areas across People Services and Sharp to successfully implement changes, proactively planning for operationalization to ensure minimal disruption to operations.
• Working in partnership with Sharp's Legal Affairs, outside counsel and external consultants, the Director is responsible for developing and executing Sharp's union mitigation education, training, and program administration for the enterprise, and is directly accountable for labor relations education, delivering content in collaboration with the labor relations team and People Services leadership.
• Responsible for coordinating the review and approval of human resources policies and programs related to employee relations on behalf of the organization and entities. Provides guidance to employee relations and People Services team members regarding complex and varied employee relations matters.
• Partners with appropriate departments to manage and coordinate Sharp’s workplace investigation programs, policies, and practices. Promotes consistency, objectivity, confidentiality, and compliance in the handling of workplace investigations. The Director is Sharp’s representative for employment legal actions, is Sharp’s identified PMK, and represents Sharp during settlement conferences/civil mediations. Working closely with Sharp Legal Affairs department and outside counsel, the Director participates in the response to federal/state agency actions and legal issues, and assists with preparing/assembling documents related to litigation and/or agency inquiries (e.g. EEOC, CDCR, DOL, etc.).
• Maintains current knowledge of labor and employee relations practices and applicable federal and state labor laws and regulations including: FLSA, EEO/AA, State Labor Code, ADA, Workers’ Compensation regulations, DFEH, EEOC, FMLA and CFRA. Monitors emerging trends and developments in labor relations, employee relations, and human resources. Integrates relevant management, training and organizational development principles into effective labor and employee relations practices.

Sharp HealthCare is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, gender identity, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with disability or any other protected class