Labor Relations Specialist

Location: Washington, District of Columbia
Date Posted: 08-24-2018
Howard University Hospital (HUH) is a private, non- profit institution recognized for its ground-breaking research and teaching programs. HUH has a rich tradition of leadership and service dating back to 1862. Over the course of its 150-year history of providing the finest primary, secondary, and tertiary health care services, HUH has become one of the most comprehensive health care facilities in the Washington, DC metropolitan area and designated a DC Level 1 Trauma Center.

BASIC FUNCTION:
Reporting directly to the Labor Relations Manager and indirectly to the Associate General Counsel for Labor, this position is responsible for performing a full range of labor and employee relations activities including, but not limited to:  administration of collective-bargaining agreements, grievance processing and management, fact-finding inquires/management reviews, personnel misconduct investigations, grievances processing, adverse actions, performance management, providing support in collective-bargaining negotiations, supporting management in employee relations matters, building and maintaining strong labor-management relationships with various labor organizations.  This function also provides necessary administrative support including drafting official memoranda, letters and notices; scheduling; record keeping; grievance tracking; note taking; case file management; and all other duties as assigned.
 
NATURE AND SCOPE:
This is a labor and employee relations position with requires strong alliances with management as well as healthy relationships with labor organizations.  This position interacts with executive leadership, the Office of General Counsel, managers at all levels of the organization, all employees, and union representatives. 
 
PRINCIPAL ACCOUNTABILITIES:  
  • Develops a strong command of multiple collective-bargaining agreements with the guidance and support of the Labor Relations Manager and the Associate General Counsel for Labor.Investigates and researches labor relations matters and prepares the timely decisions/responses to grievances, union information requests, and management inquiries.  
  • Provides support to management throughout the grievance handling process, in disciplinary matters, and performance management.   Advise managers to help them understand their rights and obligations under collective-bargaining agreements and other policies, while maintaining and encouraging objectivity in situations that may be charged with emotion. 
  • Facilitates problem solving between employees and managers and/or managers and union representatives to improve employee and labor relations. 
  • Participates in labor-management meetings. 
  • Coordinates with the Human Resources Leadership and Associate General Counsel for Labor in designing and conducting training regarding labor relations and collective-bargaining. 
  • Assists Human Resources Leadership and the Associate General Counsel for Labor in preparing for arbitrations and collective-bargaining in negotiations. 
  • Identifies, collects, and analyzes personnel and other data in relevant cases and provides detailed reports to the Manager of Labor Relations. 
  • Drafts disciplinary actions including, but not limited to: Performance Improvement Plans, reprimands, suspensions, demotions, and terminations citing charges and supporting justifications. 
  • Drafts recommendations for suspensions and termination for legal sufficiency review by the Office of General Counsel. 
  • Creates and manages case files as required. Maintains an updated and organized case file system. 
  • Conducts timely fact-finding investigations arising under the National Labor Relations Act, the Labor Management Relations Act and other federal and District of Columbia laws and regulations. 
  • Assists managers in taking performance-based, disciplinary or adverse actions, identifies potential alternatives to discipline, and assists managers with a variety of other informal corrective actions designed to address problematic employee performance, conduct, or behavior. 
  • Investigates employee and union complaints or grievances and prepares reports of investigative findings. 
  • Provides support to the Associate General Counsel for Labor during collective-bargaining agreement negotiations as assigned.  Such support includes, but is not limited to, scheduling meetings, drafting proposals, and taking notes during negotiations. 
  • Develops well analyzed recommendations on courses of action based on applicable collective-bargaining agreement and organizational policies and procedures.  Prepares various reports including, but not limited to, investigative reports, grievance reports, and quarterly activity reports. 
  • Maintains confidentiality of patients and employee data. 
  • Assumes other duties and responsibilities that are related and appropriate to the position. The above responsibilities are a general description of the level and nature of the work assigned to this classification and are not to be considered ns all-inclusive.
 
CORE COMPETENCIES: 
  • Ability to work and adapt in a multi-layered and complex union environment. 
  • Must possess and demonstrate solid critical thinking and analytical skills. 
  • Must demonstrate practical knowledge and understanding of labor relations, collective-bargaining agreement administration, grievance processing, and responding to union requests for information. 
  • Ability to think critically and clearly articulate recommendations for courses of action both orally in and writing. 
  • Ability to manage complex and voluminous case files.   
  • Ability to work with the Office of the General Counsel. 
  • Must demonstrate practical knowledge and understanding or labor policies and issues. 
  • Must regularly demonstrate effective problem solving, conflict resolution, and relationship building skills. 
  • Ability to operate standard office equipment including computer software programs. 
  • Ability to establish and maintain effective and healthy work relationships with staff, physicians, Howard University and Howard University Hospital officials, labor organizations, and the general public. 
CARES CRITERIA:
  • Must demonstrate collaboration, accountability, respect, excellence, and service. 
  • Works with team members and peers in and outside of their immediate work group to create an exceptional experience for patients, students and other visitors; looks for ways to achieve departmental/institutional results by partnering. 
  • Accepts responsibility for his/her actions to provide healthcare and or ancillary functions in a highly efficient and compassionate manner.  Must function as a Steward (Have Ownership) of the Howard values that foster a commitment to improving the patient and student experience, organizational efficiency and the environment. 
  • Embraces diversity; cares holistically for those we serve; treats all as we would like to be treated; manages the patient's right to privacy with meticulous care 100% of the time and keeps patient and proprietary information about the institution confidential. 
  • Behaves in a courteous, respectful, and professional manner towards all they encounter; treats patients, students, and visitors in the same way that they would want their family members or themselves to be treated.
 
MINIMUM REQUIREMENTS: 
  • Master’s Degree in Labor Relations, Human Resources Management, Public Administration, or Business Administration.  Graduation from an accredited 2-4 year Labor and Industrial Relations program is a plus.
  • At least 5 years of experience administering collective-bargaining agreements.
  • At least 5 years of experience working in labor relations specifically.
  • Excellent oral and written communication skills.
  • Excellent critical thinking and analytical skills.
  • Excellent interpersonal skills.
  • General knowledge of the National Labor Relations Act.
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