Henry Ford Health
Employee & Labor Relations Engagement Consultant | Full Time | Direct Hire
Henry Ford Health, Detroit, Michigan, United States, 48228
Overview
The Employee and Labor Relations Engagement Consultant will serve as a frontline coordinator of positive labor and employee relations efforts for Henry Ford Health (HFH). This role focuses on promoting a positive, engaged workplace culture and proactive labor relations to support both unionized and non-union facilities. Key responsibilities include coordinating system-wide training on positive employee relations and strengthening one-to-one working relationships for leadership and employees, delivering enhanced labor relations training for employees and managers at all sites. Working under the direction of the Director of Labor Relations, the coordinator will help ensure fair treatment of employees, pro-active conflict resolution, and compliance with all relevant labor laws and regulations. Principle Duties And Responsibilities
Frontline Employee & Labor Relations Support: Serve as an enterprise-wide point of contact for supervisors and employees on labor and employee relations issues. Support local HR teams with investigating and assisting workplace conflicts, review and resolution of employee workplace concerns and grievances in a fair and timely manner, escalating complex issues to the Director of Labor Relations as needed. Union Relations & Contract Administration: Interpret collective bargaining agreements, advise management on contract provisions, and coordinate grievance and dispute resolution processes. Provide advice and counsel to leadership on complex issues involving unions and labor relations. Maintain effective working relationships with union representatives and participate in labormanagement meetings or contract negotiations as required. Positive Employee Relations & Labor Relations Training: Coordinate and deliver system-wide training programs focused on fostering positive employee relations and strengthening direct leadership-employee relationships. Develop training materials and workshops for leaders on topics such as effective communication, employee engagement, and early issue resolution. Enhanced Employee and Labor Relations Training: Implement training for employees and managers at both union and nonunion locations. Ensure staff at all levels receive education on employee and labor relations best practices, philosophy, and legal compliance. Topics may include collective bargaining basics, handling grievances, labor law updates, and strategies to strengthen collaboration. Policy Compliance and Guidance: Provide guidance to management on employee and labor relations and employment policies, ensuring consistent application of work rules and corrective procedures. Advise leaders on actions in accordance with policies, collective bargaining agreements, and labor laws. Support updates to policies and employee handbooks. Monitoring Workplace Climate: Monitor the employee relations climate by gathering feedback, reviewing metrics, and addressing employee concerns. Identify issues early and recommend interventions to maintain a positive work environment. Legal Compliance & Consultation: Ensure compliance with applicable federal and state labor laws. Consult with legal counsel as needed on matters such as NLRA issues, arbitration, or policy changes. Coordinate information requests for legal proceedings and government submissions. Cross-Functional Collaboration: Liaise between Labor Relations and other HR teams to align initiatives with HR strategies and improve employee satisfaction and retention. Site Visits and Support: Travel to hospitals and clinics within the Southeastern Michigan region to provide on-site support, including training, meetings, investigations, and observations across union and non-union facilities. Engagement Survey Action Planning: Support engagement initiatives in coordination with the Organization HR Development and Learning team, assess engagement challenges, and recommend leadership improvements and corrective actions. Education/Experience Required
Bachelor’s degree in Human Resources, Labor/Industrial Relations, Business Administration, or a related field, required. Minimum of five (5) years experience in a human resources function or setting with at least two (2) years as an HR Business Partner, required. Proven experience in human resources or labor/employee relations, required. Minimum of three (3) years of professional HR experience handling employee relations issues, conflict resolution, and labor relations support, required. Experience advising managers on employee issues and exposure to unionized environments (grievances or contract administration) preferred. Over five (5) years of HR or labor relations experience, or specialized labor relations experience preferred. Healthcare setting or hospital system experience and direct involvement with unions is a strong plus. Experience directly supporting labor relations in a unionized environment; familiarity with unions in healthcare is beneficial. Strong knowledge of federal and Michigan labor and employment laws (NLRA, wage and hour, anti-discrimination, etc.). Ability to interpret policies and collective bargaining agreements. Excellent written and verbal communication, listening, and interpersonal skills. Ability to handle sensitive conversations with tact and maintain confidentiality. Demonstrated conflict resolution, mediation, and problem-solving skills. Ability to conduct investigations and recommend solutions aligned with policy and law. Strong organizational abilities to manage multiple priorities and deadlines. Detail-oriented with case, training, and compliance tracking. Experience with HRIS/tracking systems and project management for coordinating training and labor initiatives. Comfort delivering presentations and training to varied audiences; ability to facilitate discussions and design interactive materials. High ethical standards and ability to handle confidential information with discretion. Commitment to a respectful, legally compliant workplace. Experience with change management or organizational development is helpful for navigating cultural changes in healthcare settings. Additional Information
Organization: Corporate Services Shift: Day Job Union Code: Not Applicable
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The Employee and Labor Relations Engagement Consultant will serve as a frontline coordinator of positive labor and employee relations efforts for Henry Ford Health (HFH). This role focuses on promoting a positive, engaged workplace culture and proactive labor relations to support both unionized and non-union facilities. Key responsibilities include coordinating system-wide training on positive employee relations and strengthening one-to-one working relationships for leadership and employees, delivering enhanced labor relations training for employees and managers at all sites. Working under the direction of the Director of Labor Relations, the coordinator will help ensure fair treatment of employees, pro-active conflict resolution, and compliance with all relevant labor laws and regulations. Principle Duties And Responsibilities
Frontline Employee & Labor Relations Support: Serve as an enterprise-wide point of contact for supervisors and employees on labor and employee relations issues. Support local HR teams with investigating and assisting workplace conflicts, review and resolution of employee workplace concerns and grievances in a fair and timely manner, escalating complex issues to the Director of Labor Relations as needed. Union Relations & Contract Administration: Interpret collective bargaining agreements, advise management on contract provisions, and coordinate grievance and dispute resolution processes. Provide advice and counsel to leadership on complex issues involving unions and labor relations. Maintain effective working relationships with union representatives and participate in labormanagement meetings or contract negotiations as required. Positive Employee Relations & Labor Relations Training: Coordinate and deliver system-wide training programs focused on fostering positive employee relations and strengthening direct leadership-employee relationships. Develop training materials and workshops for leaders on topics such as effective communication, employee engagement, and early issue resolution. Enhanced Employee and Labor Relations Training: Implement training for employees and managers at both union and nonunion locations. Ensure staff at all levels receive education on employee and labor relations best practices, philosophy, and legal compliance. Topics may include collective bargaining basics, handling grievances, labor law updates, and strategies to strengthen collaboration. Policy Compliance and Guidance: Provide guidance to management on employee and labor relations and employment policies, ensuring consistent application of work rules and corrective procedures. Advise leaders on actions in accordance with policies, collective bargaining agreements, and labor laws. Support updates to policies and employee handbooks. Monitoring Workplace Climate: Monitor the employee relations climate by gathering feedback, reviewing metrics, and addressing employee concerns. Identify issues early and recommend interventions to maintain a positive work environment. Legal Compliance & Consultation: Ensure compliance with applicable federal and state labor laws. Consult with legal counsel as needed on matters such as NLRA issues, arbitration, or policy changes. Coordinate information requests for legal proceedings and government submissions. Cross-Functional Collaboration: Liaise between Labor Relations and other HR teams to align initiatives with HR strategies and improve employee satisfaction and retention. Site Visits and Support: Travel to hospitals and clinics within the Southeastern Michigan region to provide on-site support, including training, meetings, investigations, and observations across union and non-union facilities. Engagement Survey Action Planning: Support engagement initiatives in coordination with the Organization HR Development and Learning team, assess engagement challenges, and recommend leadership improvements and corrective actions. Education/Experience Required
Bachelor’s degree in Human Resources, Labor/Industrial Relations, Business Administration, or a related field, required. Minimum of five (5) years experience in a human resources function or setting with at least two (2) years as an HR Business Partner, required. Proven experience in human resources or labor/employee relations, required. Minimum of three (3) years of professional HR experience handling employee relations issues, conflict resolution, and labor relations support, required. Experience advising managers on employee issues and exposure to unionized environments (grievances or contract administration) preferred. Over five (5) years of HR or labor relations experience, or specialized labor relations experience preferred. Healthcare setting or hospital system experience and direct involvement with unions is a strong plus. Experience directly supporting labor relations in a unionized environment; familiarity with unions in healthcare is beneficial. Strong knowledge of federal and Michigan labor and employment laws (NLRA, wage and hour, anti-discrimination, etc.). Ability to interpret policies and collective bargaining agreements. Excellent written and verbal communication, listening, and interpersonal skills. Ability to handle sensitive conversations with tact and maintain confidentiality. Demonstrated conflict resolution, mediation, and problem-solving skills. Ability to conduct investigations and recommend solutions aligned with policy and law. Strong organizational abilities to manage multiple priorities and deadlines. Detail-oriented with case, training, and compliance tracking. Experience with HRIS/tracking systems and project management for coordinating training and labor initiatives. Comfort delivering presentations and training to varied audiences; ability to facilitate discussions and design interactive materials. High ethical standards and ability to handle confidential information with discretion. Commitment to a respectful, legally compliant workplace. Experience with change management or organizational development is helpful for navigating cultural changes in healthcare settings. Additional Information
Organization: Corporate Services Shift: Day Job Union Code: Not Applicable
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