Director, People Relations at Duke Health

Durham, North Carolina, United States -

Full Time

Start Date

Immediate

Expiry Date

16 May, 26

Salary

0.0

Posted On

15 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

People Relations Strategy, Team Management, Policy Management, Investigation Support, Case Management, Data Analysis, Strategic Partnership, Labor Relations, Employee Relations Training, Conflict Resolution, Performance Management, Disciplinary Actions, Grievance Procedures, Arbitrations, Contract Negotiations, NLRA Compliance

Industry

Hospitals and Health Care

Description

At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community. No matter where your talents lie, join us and discover how we can advance health together. Work Arrangement - On-site: Duke University Hospital General Description of the Job Class The Director, People Relations DUHS is an integral member of the DUHS HR leadership team, overseeing the DUHS People Relations team, working closely with University Staff and Labor Relations and the Office for Institutional Equity to ensure a positive employee experience. This role will collaborate with entity HR Business Partner leadership to advise both system and entity operational leaders regarding complex employee and labor relations. This role will set the strategic direction for employee and labor relations matters for the health system. They will also lead a team of People Relations Consultants that will support DUHS entities for investigations, employee relations training, and managing timely execution of cases based on SLAs in the case management system. Duties and Responsibilities of this Level People Relations Strategy & Operations - Establishes a streamlined approach to a consistent and equitable process for DUHS to conduct and manage investigations. Establish standard service level agreements for DUHS People Relations to ensure timely resolution of matters. Ensures the operating structure of the ER Team maintains flexibility and adaptability in meeting rapidly evolving business needs, and performs duties as assigned. People Relations Team Management - Oversee the DUHS People Relations team to independently advise supervisors and managers regarding complex employee situations and the interpretation of employment policies and State/Federal employment laws as they relate to employee matters. Provide oversight to consultants conducting top-level and complex investigations and organizational risk assessments. People Relations Strategy & Policy Management - Partners closely with Duke University stakeholders and HR leadership in interpreting, developing, and implementing HR and employee and labor relations policies and procedures, ensuring alignment with internal practices to uphold optimal employee experience and culture. Develops, recommends, and implements an People Relations strategy based on respect and equity across all levels of the workforce. Investigation Support & Management - Serve as a trusted advisor for DUHS leadership by providing timely advice, consultation, and support to managers and associates for resolving workplace issues, including performance management, disciplinary actions, and conflict resolution. Escalation resource for People Relations consultant team and Staff & Labor. Models and trains both team and DUHS leaders to appropriately navigate challenging conversations, complex decisions and partnerships while building and maintaining internal and external relationships. When appropriate, lead investigations involving Sr. Director and above positions within DUHS. Case Management & Data Analysis - Leads implementation of Employee Relations module of Service Now case management system across DUHS in partnership with entity/department HR teams. Monitors metrics and data to identify gaps and trends across the system. Develops comprehensive strategies based on the data to mitigate risks in identified areas of vulnerability. Strategic Partnership - In partnership with University Staff & Labor, OIE, and HRBP leaders advise and resolve ER-related matters pertaining to recruitment, selection, compensation, absence management, workforce planning, disciplinary appeals, terminations, etc. Partners with legal counsel (internal and external) for the management and resolution of investigations and litigation. Labor Relations - Implements a system-wide labor relations strategy that addresses the unique needs of the health system and supports long-term system goals. Provides direction and oversight for labor initiatives and collective bargaining in partnership with University Staff and Labor Relations to ensure labor contracts align with business and financial objectives. Advises leaders directly and through the ER and HRBP teams on collective bargaining and organizing activities, and supports DUHS in the implementation of labor contracts, including grievance, disciplinary, and related processes. Builds productive relationships with collective bargaining and local organizing leaders to enable effective decision-making and negotiation. Serves as a trusted partner in developing labor strategy and advises on the development, application, and interpretation of labor agreements, policies, and practices. Provides education and training on Positive Employee Relations, the NLRA, and unionization implications to maintain compliance. Required Qualifications at this Level Education Bachelor's degree in a business, human resources, or a related discipline; Master's degree and/or a juris doctor is preferred. Experience 8 years of human resources experience with at least 5 years in a management or director-level role. Degrees, Licensure, and/or Certification Bachelor's and/or Master's preferred Knowledge, Skills, and Abilities Deep understanding of workplace investigation and labor law and regulations, including the NLRA and the ability to interpret and apply such knowledge to a broad range of workplace issues. Experience in a large, complex, and healthcare environment and experience influencing across functional lines is strongly preferred. Experience interpreting and applying policies and labor agreements; demonstrated experience maintaining positive and productive employee and union relations. Experience with highly complex and dynamic labor matters including grievance procedures, arbitrations, and contract negotiations is strongly preferred. Experience driving innovative and contemporary HR solutions, process improvement, and labor strategies. Duke is an Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation or military status. Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values. Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.

Responsibilities

This role oversees the People Relations team, setting the strategic direction for employee and labor relations matters across the health system while ensuring a positive employee experience through collaboration with various HR and equity offices. Key duties include leading investigations, developing equitable processes, managing case execution based on SLAs, and advising leadership on complex employee and labor relations issues.