Employee and Labor Relations Specialist
At a glance
Mid-level Employee Relations & Culture role at Brownhealth. Brown University Health · full-time · $64,480–$106,412 base.
hrroles summary, based on the employer's posting.
What you'll do
- Assess employee concerns and labor questions, routing complicated cases to the appropriate HR business partner
- Interview people and collect evidence for complaints, investigations and grievances, then recommend responses based on legal risk
- Maintain case records and support corrective actions, terminations, reorganizations and union bumping processes
- Advise managers on performance documentation and counseling, and help resolve issues with HR support teams
- Review exit interview trends, support accommodation discussions and share recurring workplace patterns with HR partners
What you bring
- At least three years in work involving regular contact with employees and managers at different levels
- A bachelor's degree in human resources, labor relations, business or a related area, or equivalent work experience
- A solid grasp of employment rules and contract requirements, with strong communication, conflict resolution and analytical skills
Who this fits
This mid-level role suits someone comfortable handling sensitive, emotional workplace matters while balancing urgent cases and competing priorities. It has no supervisory duties and is based at the Providence corporate headquarters, with an eight-hour daytime schedule from 8:00 a.m. to 5:00 p.m.
From the employer
SUMMARY:
The Employee and Labor Relations Specialist serves as the initial contact and liaison for intake and assessment of employee concerns, investigations, grievances, and performance improvement.
Brown University Health employees are expected to successfully role model the organization's values of Compassion, Accountability, Respect, and Excellence as these values guide our everyday actions with patients, customers and one another.
RESPONSIBILITIES:
Manages employee and labor relations inquiries related to policies, procedures, and collective bargaining agreements; refers complex matters to appropriate HR Business Partner.
Conducts interviews and gathers information for employee relations matters such as harassment allegations, work complaints, investigations, counseling, grievances, compliance investigations, social media investigations, terminations, or other concerns; informs appropriate HR staff when additional investigation is required and recommends solutions to HRBP’s, including possible corrective action and/or termination based on legal risk factors to the organization.
Ensures relevant documentation is completed and maintained.
Assists with reductions in force and union bumping process during reorganizations.
Consult and provide guidance to managers to effectively manage and improve the performance of their staff and teams and build better self-sufficiency including:
Reviewing performance improvement documentation o Witnessing counseling meetings as needed
Providing termination and unemployment claim support as needed
Manage grievance procedures in partnership with HRBP
Resource for managers to escalate HR issues; partner with HRSC to effectively resolve issues in a timely manner.
Liaison between Centers of Excellence and supported business units. ·
Assists with recordkeeping related to corrective actions, grievances, terminations, transfers with tracking systems. ·
Maintains knowledge and understanding of laws and regulations related to EEO, affirmative action, collective bargaining, unions, labor relations, and human resources.
Assists with preparation of and provides input in the development of policies, procedures, documents, reports, and labor agreements.
Assists with the preparation of documents and records required for contract negotiations, meetings, and negotiations with employee and labor organizations. · Review talent data in Power BI including exit interview data and share themes with HRBP.
Facilitate the review of reasonable accommodations and interactive process, escalate LOA issues, ensuring appropriate resources are engaged.
Engage and consult with internal legal counsel as appropriate based on potential legal risk factors to the organization. ·
Facilitate training sessions related to assigned programs as needed.
Identify patterns (behavioral, policy abuse, metrics) and share insights with HRBPs that will help drive organizational change.
Maintain effective communication and positive relationships with managers to promote positive customer satisfaction.
Performs other duties as assigned.
MINIMUM QUALIFICATIONS:
Bachelor’s degree in human resources, Labor Relations, Business, or related field preferred; or equivalent work experience.
PHR/SPHR certification preferred.
Minimum of three years of experience in a role that involves regular engagement with employees and all levels of management.
Strong background in communication, resolving workplace issues, problem-solving, analytical thinking, and multitasking in a fast-paced environment.
Demonstrate collaborative approach, business acumen, problem solving, negotiation, conflict management/resolution skills.
Ability to influence multiple layers of management.
Experience should demonstrate effective interpersonal skills, cultural competence and agility.
Ability to work in an environment that includes complex issues that contain emotional components and time-sensitive situations while balancing multiple tasks with varying levels of priority.
Excellent verbal and written communication skills and relationship building skills.
Thorough understanding of laws, regulations, and guidelines related to HR and contract.
Supervision:
None
Pay Range:
$64,480.00-$106,412.80EEO Statement:
Brown University Health is committed to providing equal employment opportunities and maintaining a work environment free from all forms of unlawful discrimination and harassment.
Location:
Corporate Headquarters - 15 LaSalle Square Providence, Rhode Island 02903Work Type:
8:00am-5:00pmWork Shift:
DayDaily Hours:
8 hoursDriving Required:
No