Jewish Board of Family and Children's Services
Senior Director - Labor and Employee Relations
Jewish Board of Family and Children's Services, New York, New York, us, 10261
Senior Director - Labor and Employee Relations
Join Jewish Board of Family and Children's Services as a Senior Director - Labor and Employee Relations. The Senior Director of Labor & Employee Relations focuses on day-to-day employee and labor relations functions, policy development, union negotiations, contract administration, regulatory and compliance investigations, grievances, mediation, and litigation support. POSITION OVERVIEW:
Reporting to the Deputy Chief People Officer, the ideal candidate must be able to multi-task in a fast-paced environment, possess a proactive and solutions-based mindset, have a deeper understanding of federal, NY state, and city labor laws, and code of conduct. KEY ESSENTIAL FUNCTIONS: Manage negotiations and agreements between the agency, the union, and the employees, including the collective bargaining agreement. Participate in and handle all union relations, including contract negotiations, grievances, mediations, litigations, closures, notifications, communications, etc. with District Council 37. Interpret and administer grievance procedures and assist management on labor matters and act as Hearing Officer in Step 3 grievance hearings and write formal decisions. Oversee all employee relations matters and guide on the appropriate action plans and strategies. Develop and improve disciplinary processes and workflows, including investigations, suspensions, arrest notices, etc. Develop investigation framework and define each category classification, process, workflow, and identify stakeholders. Handle employee investigations, resolve disputes, and provide guidance on employment matters such as leave administration and compliance with labor laws; Lead all HR investigations and identify critical cases for outsourcing and develop an investigation plan. Stay abreast with all state and federal labor laws and ensure adherence to labor laws, regulations, and organizational policies. Research trends in labor relations and craft new policies to enhance the agency’s employee and labor relations practices. Create training on all policy and procedural changes for the HR team and administer the implementation plan; Develop and deliver training programs for program staff on labor relations topics. Handles all disciplinary matters for both union and non-union staff, up to and including professional counsel level on all litigations and potential risks. Guide managers with the development of corrective action plans through progressive discipline to address employee performance and behavior. Oversee all HR compliance and regulatory audits. Ensure timely update of staff in regulatory databases: CBC, LENS, etc. Remain abreast of DOL rules and regulations, and Contract requirements related to time-off or DOL requirements. Liaise with unemployment service vendor, providing supporting documentation and hearing participation on unemployment claims. Build effective relationships and partnerships with all levels of management and staff internally and externally. Providing support and resources in a way that addresses the unique needs of employees from different backgrounds, recognizing the impact of intersectionality on their experiences. Other duties as assigned by the Deputy Chief People Officer or Chief People Officer. CORE COMPETENCIES: Conflict Resolution: Expertise in managing and resolving workplace disputes, grievances, and conflicts in a fair and consistent manner. Labor Law Knowledge: Deep understanding of labor laws, regulations, and compliance requirements to ensure the organization adheres to legal standards. Policy Development: Ability to create and implement employee relations policies and programs that foster a positive work environment. Negotiation Skills: Proficiency in negotiating with labor unions, handling collective bargaining agreements, and mediating between employees and management. Communication Skills: Strong verbal and written communication skills to effectively convey policies, resolve issues, and maintain transparency. Analytical Thinking: Capability to analyze workplace trends, employee feedback, and organizational data to make informed decisions. Employee Engagement: Developing initiatives to improve employee morale, increase performance and productivity, and retain talent. ADDITIONAL SKILLS/ FUNCTIONS MAY INCLUDE: Excellent communication (verbal/ written) skills. Interpersonal and analytical skills to be able to relate well with all levels of the organization. Strong decision-making skills; the ability to assess people and situations based on limited information. Bilingual (English/Spanish) preferred but not required. EDUCATIONAL / TRAINING REQUIRED: A bachelor's or master’s degree in Human Resources, Labor Relations, or a related field. 5-10 years of proven related experience in a unionized environment. Knowledge of federal and state labor laws and regulations. COMPUTER SKILLS REQUIRED: Strong computer skills using Microsoft Office (Word, PowerPoint, Excel, Outlook); comfortable and proficient using audio video platforms (i.e., TEAMS, Zoom). Experience doing a variety of reporting and analysis required Experience using Human Resource Information Systems (HRIS) - Dayforce experience preferred but not required. We are an equal opportunity employer that does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, marital status, veteran status, or any other status protected by applicable federal, state, or local law.
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Join Jewish Board of Family and Children's Services as a Senior Director - Labor and Employee Relations. The Senior Director of Labor & Employee Relations focuses on day-to-day employee and labor relations functions, policy development, union negotiations, contract administration, regulatory and compliance investigations, grievances, mediation, and litigation support. POSITION OVERVIEW:
Reporting to the Deputy Chief People Officer, the ideal candidate must be able to multi-task in a fast-paced environment, possess a proactive and solutions-based mindset, have a deeper understanding of federal, NY state, and city labor laws, and code of conduct. KEY ESSENTIAL FUNCTIONS: Manage negotiations and agreements between the agency, the union, and the employees, including the collective bargaining agreement. Participate in and handle all union relations, including contract negotiations, grievances, mediations, litigations, closures, notifications, communications, etc. with District Council 37. Interpret and administer grievance procedures and assist management on labor matters and act as Hearing Officer in Step 3 grievance hearings and write formal decisions. Oversee all employee relations matters and guide on the appropriate action plans and strategies. Develop and improve disciplinary processes and workflows, including investigations, suspensions, arrest notices, etc. Develop investigation framework and define each category classification, process, workflow, and identify stakeholders. Handle employee investigations, resolve disputes, and provide guidance on employment matters such as leave administration and compliance with labor laws; Lead all HR investigations and identify critical cases for outsourcing and develop an investigation plan. Stay abreast with all state and federal labor laws and ensure adherence to labor laws, regulations, and organizational policies. Research trends in labor relations and craft new policies to enhance the agency’s employee and labor relations practices. Create training on all policy and procedural changes for the HR team and administer the implementation plan; Develop and deliver training programs for program staff on labor relations topics. Handles all disciplinary matters for both union and non-union staff, up to and including professional counsel level on all litigations and potential risks. Guide managers with the development of corrective action plans through progressive discipline to address employee performance and behavior. Oversee all HR compliance and regulatory audits. Ensure timely update of staff in regulatory databases: CBC, LENS, etc. Remain abreast of DOL rules and regulations, and Contract requirements related to time-off or DOL requirements. Liaise with unemployment service vendor, providing supporting documentation and hearing participation on unemployment claims. Build effective relationships and partnerships with all levels of management and staff internally and externally. Providing support and resources in a way that addresses the unique needs of employees from different backgrounds, recognizing the impact of intersectionality on their experiences. Other duties as assigned by the Deputy Chief People Officer or Chief People Officer. CORE COMPETENCIES: Conflict Resolution: Expertise in managing and resolving workplace disputes, grievances, and conflicts in a fair and consistent manner. Labor Law Knowledge: Deep understanding of labor laws, regulations, and compliance requirements to ensure the organization adheres to legal standards. Policy Development: Ability to create and implement employee relations policies and programs that foster a positive work environment. Negotiation Skills: Proficiency in negotiating with labor unions, handling collective bargaining agreements, and mediating between employees and management. Communication Skills: Strong verbal and written communication skills to effectively convey policies, resolve issues, and maintain transparency. Analytical Thinking: Capability to analyze workplace trends, employee feedback, and organizational data to make informed decisions. Employee Engagement: Developing initiatives to improve employee morale, increase performance and productivity, and retain talent. ADDITIONAL SKILLS/ FUNCTIONS MAY INCLUDE: Excellent communication (verbal/ written) skills. Interpersonal and analytical skills to be able to relate well with all levels of the organization. Strong decision-making skills; the ability to assess people and situations based on limited information. Bilingual (English/Spanish) preferred but not required. EDUCATIONAL / TRAINING REQUIRED: A bachelor's or master’s degree in Human Resources, Labor Relations, or a related field. 5-10 years of proven related experience in a unionized environment. Knowledge of federal and state labor laws and regulations. COMPUTER SKILLS REQUIRED: Strong computer skills using Microsoft Office (Word, PowerPoint, Excel, Outlook); comfortable and proficient using audio video platforms (i.e., TEAMS, Zoom). Experience doing a variety of reporting and analysis required Experience using Human Resource Information Systems (HRIS) - Dayforce experience preferred but not required. We are an equal opportunity employer that does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, marital status, veteran status, or any other status protected by applicable federal, state, or local law.
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