Employee/Labor Relations Consultant V at Kaiser Permanente

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Full Time

Start Date

Immediate

Expiry Date

09 Feb, 26

Salary

0.0

Posted On

11 Nov, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, Labor Relations, Negotiation, Grievance Management, Policy Development, Compliance, Training, Consultation, Data Analysis, Problem Solving, Project Management, Stakeholder Engagement, Regulatory Interpretation, Leadership, Communication, Mentoring

Industry

Medical Practices

Description

**Candidates must reside in CO Region** Job Summary: This Employee Relations position also performs labor relations job duties as appropriate. These additional job duties may include, but are not limited to, the following: Conducting KP labor relations activities by preparing information for management to utilize during the collective bargaining process; interpreting and administering employees contracts with respect to grievances, wages or salaries, employee welfare, healthcare benefits, pensions, union practices, and other stipulations; implementing industrial labor relations programs to oversee compliance with the unions negotiated contract; serving as a facilitator to resolve disputes between employees and management; developing labor policies; negotiating collective bargaining agreements with the union; managing grievance procedures to handle complaints from unionized employees; advising the human resources staff to ensure compliance with the contract; developing new or revised union contracts; compiling information on statistics; and maintaining records of wage and salary surveys or correspondence. Essential Responsibilities: Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback. Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others. Leads complex or highly specialized EEO and other HR investigations by coordinating the collection and analysis of quantitative and qualitative data; leading interviews; making recommendations based on investigation findings; researching key business issues; identifying potential action steps; fully documenting investigation findings; providing updates to HR and business leadership; and evaluating and recommending corrective action plans for substantiated allegations. Conducts reporting of Company employee information by creating and distributing reports and analyses; designing and implementing new reports; aligning reports with Human Resources and business needs; influencing the development of database technologies to track key data (e.g. case management, investigation status); and gaining buy-in from stakeholders. Conducts employee relations training and assistance activities aligned with KPs performance management strategy and processes by providing consultation to Human Resources and business leaders; conducting research and providing data-driven advice and assistance on employment-related regulations at the State and Federal levels; and partnering on the development and delivery of formal education and training. Monitors and interprets complex regulatory changes (e.g., policies, procedures, federal and state laws) by leading analysis on regulatory impacts; reporting and escalating non-compliance to relevant parties; identifying solutions for issues and concerns; and overseeing and advising on the implementation of designated changes. Provides consulting to business line stakeholders on complex Human Resources policies, processes, procedures, laws and regulations by advising employees as needed; researching, identifying, and analyzing concerns; coordinating problem resolution; staying abreast of and interpreting policies and regulations; influencing and providing input to the development of policies in partnership with cross-functional leadership; guiding managers on employee management, discipline, and terminations; and working with Legal to resolve issues. Minimum Qualifications: Minimum two (2) years experience in a leadership role with or without direct reports. Bachelors degree in Human Resources, Business, Social/Behavioral Science, Education, Public Administration, Liberal Arts, or related field and Minimum seven (7) years experience in HR consulting, including at least 5 years in employee and/or labor relations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Additional Requirements:

Responsibilities

The Employee/Labor Relations Consultant V conducts labor relations activities, including preparing information for management during collective bargaining and managing grievance procedures. They also provide consulting on complex HR policies and ensure compliance with negotiated contracts.