HR Senior Director, Employee and Labor Relations

OUR MISSION AND PERFORMANCE EXPECTATIONS

At Sevita, we believe that everyone deserves to live well. For over 50 years, our team members have provided home and community-based healthcare for adults, children, and their families across the United States. Our exceptional team provides innovative, high-quality services and support that drive growth and create new opportunities for both the individuals we serve and our employees.

SUMMARY

The Senior Director, Employee and Labor Relations oversees labor relations functions within a business unit, including: preventative strategies, positive union relationships, and ensuring compliance with labor laws and regulations. Additionally, as the leader responsible for supporting performance management, conducting investigations, and approving separations, the role plays a unique and essential part in leading a positive employee experience and culture that aligns with Sevita’s vision, mission, and values. Leads all aspects of the business unit’s relationship with labor unions – including overseeing and managing contract negotiations/ administration/content of collective bargaining agreements, grievance resolution, and fostering positive relations with labor unions. Plans, develops, and directs programs that align with a culture of engagement, respect, and inclusion, as well as activities that support business goals and objectives. Serves as an advisor to leadership on complex labor and employee relations situations and brings those to a positive resolution, while maintaining productive working relations across the operating group. Is a senior leader on the business unit’s HR leadership team, and is responsible for aligning the functional areas of their role with overall HR operational strategy within the business unit and Enterprise.

ESSENTIAL JOB FUNCTIONS

To perform this job successfully, an individual must be able to perform each essential function listed below satisfactorily:

• Provides direction, guidance and support to create a positive work environment and employee experience, aligned to our vision, mission and values.
• Ensures team is providing efficient support to business operations to ensure positive and engaging workplace; coaches team to resolve employee conflict quickly and considerate of precedent.
• Provides advice and coaching for People Leaders on the most effective ways of addressing employee issues.
• Actively partners with the Region and Division HRBPs to support business initiatives; strong solution orientation while considering both the business and employee impact/experience in daily activities.
• Develops a high performing team; assesses performance and potential of direct reports and builds development plans to support growth; nurtures talent and develops bench for future responsibilities.
• Provides guidance to the Human Resources team and business People Leaders regarding the administration and interpretation of collective bargaining agreements; ensures compliance with their terms and conditions throughout their business unit.
• Serves as labor relations subject matter expert and provides advice and counsel across group to address and resolve complex labor relations matters in a timely manner.
• Independently determines need for, and creates and proactively deploys, preventative strategies in workplace.
• Develops negotiating strategies, prepares proposals, collaborates with Legal, HR, and Operations and ensures final CBA language aligns with company mission and goals; leader will drive for parity to non-affiliated workforce as contracts expire and are renegotiated.
• Bargains on behalf of the Company during contract negotiations. The leader will also develop this skill in direct reports, preparing “back-up” as well as skill development for future responsibilities.
• Develops and implements labor relations training strategies to ensure managers and supervisors have confidence, providing guidance on labor relations issues, contract administration and effectively managing relations with unions.
• As a Senior HR Leader, , this role requires a leader that acts with high degree of integrity in both words and actions.
• MUST be comfortable working in the grey, but able to solution and decision action items quickly. Leader is expected to teach navigating ambiguity and weighing risk/reward with their direct reports and role model to People Managers.
• Works well independently and as part of a team. Can engage leaders and teams while working in a remote, virtual work environment.
• Self-starter mentality is important in a highly complex, regulated business. The leader is expected to take initiative and build relationships to create a network of support to understand the business regulations, environment and ways of working.
• Maintains and monitors compliance with relevant labor laws