The Associate Director of Labor and Employee Relations will manage and enhance the Whitney’s labor and employee relations programs. Reporting to the Chief HR Officer and collaborating with the Associate General Counsel, the Deputy Director, and other senior leaders across the institution, this role will be responsible for developing, implementing, and maintaining a proactive and consistent strategy & approach to labor relations, employee relations, and compliance with labor law. The candidate will ensure that the Whitney promotes a positive work environment, ensures fair treatment of employees, and complies with labor laws and regulations. The ideal candidate will have a strong background in employment and labor law, experience in preventing and resolving employee-related issues, bringing groups together toward a common goal (e.g., dispute resolution, contract renewals) and advising leaders and managers on our commitment to a collegial work culture.

QUALIFICATIONS

• A Bachelor’s degree or equivalent related work experience

• Certification or education in labor relations (e.g., SHRM-CP or SHRM-SCP) and/ or related coursework is preferred.

• Minimum of 7 years of successful experience in employee and labor relations, including experience with labor unions, labor negotiations and contract administration
• Demonstrated experience in managing internal employee investigations and employee conflict toward successful resolution
• Knowledge of federal, state, and local labor laws and regulations
• Creative and resourceful, with strong interpersonal, negotiation, problem-solving and conflict resolution skills
• Ability to quickly and effectively build relationships with colleagues, department managers and labor union leaders internally and externally
• Excellent oral and written communication skills; Spanish language proficiency a plus
• Ability to maintain confidentiality and handle sensitive information with discretion is a must

AS PART OF THEIR LABOR RELATIONS RESPONSIBILITIES, THE ASSOCIATE DIRECTOR WILL:

• Manage and maintain positive and constructive relationships with all five of the Whitney’s labor unions, including the stewards and Unit Chair
• Master the provisions of all five collective bargaining agreements, and seek to identify and resolve complaints before they rise to formal grievances
• Partner across the organization to reduce the number of complaints and/or grievances over time
• Participate in disciplinary meetings, ensuring all relevant parties at the Whitney are appropriately briefed
• Lead the collective bargaining negotiations process, ensuring all relevant leaders are prepared for their roles and any related outcomes, with all documentation required, as well as coordinate contract administration, grievance resolution, and disciplinary policies
• Stay updated on labor laws, regulations, and industry trends to ensure compliance; share appropriate updates proactively with members of leadership
• Calendar all key dates and provide required notifications to unions (e.g. monthly rosters, notifications of personnel actions) within required deadlines
• Serve as a member of the Labor-Management Committee(s).
• Provide analytics to the CHRO and other leaders

AS PART OF THEIR EMPLOYEE RELATIONS RESPONSIBILITIES, THE ASSOCIATE DIRECTOR WILL:

• Develop and implement employee relations strategies and programs to foster a positive work environment; ensure these are communicated and understood to senior leaders across the Whitney Identify and document employee-related issues, which can include disputes, conflicts, misconduct, discrimination, harassment, or any other matter affecting the employment relationship

• Investigate cases efficiently and satisfactorily by promptly gathering information and interviewing complainants, reported witnesses, respondents, and other relevant parties in order to assess the validity of claims or concerns, including collaborating with other departments or external experts when necessary

• Keep stakeholders informed about the progress of the case and any decisions or actions taken, and provide support, which can include guidance on the process, information, and/ or counseling
• Work toward a fair and satisfactory resolution to each issue, which can involve mediation, conflict resolution techniques, disciplinary actions, or other appropriate measures to address the problem and restore a congenial workplace
• Ensure that all actions taken are in line with Museum policies, procedures, and legal requirements, to help reduce legal risk and maintain consistency in employee treatment
• Maintain detailed records of each case, including the nature of the issue, the involved parties, the timeline of events, and any relevant documents or evidence, and generate reports to track and analyze trends in workplace issues in order to identify areas for improvement and develop preventive strategies.
• Provide analytics to the CHRO and other leaders