You Make Us Grow. You Make Us Sharp.

Hours:

Shift Start Time:

Shift End Time:

AWS Hours Requirement:

Additional Shift Information:

Weekend Requirements:

On-Call Required:

No

Hourly Pay Range (Minimum - Midpoint - Maximum):

$48.131 - $62.105 - $76.078

The stated pay scale reflects the range that Sharp reasonably expects to pay for this position.  The actual pay rate and pay grade for this position will be dependent on a variety of factors, including an applicant’s years of experience, unique skills and abilities, education, alignment with similar internal candidates, marketplace factors, other requirements for the position, and employer business practices.

What You Will Do
A technical function expert with a high degree of knowledge and experience in the employee relations/HR function. Provides guidance to all levels within the Sharp enterprise, utilizing specialized employee relations expertise to resolve questions, concerns and grievances for a large, complex healthcare entity in creative and effective ways. May serve in a lead or like capacity, providing guidance to other employee relations and HR professionals. Uses advanced employee relations concepts and applies policies and procedures to resolve a variety of employee relations issues and situations. Involves the design and administration of programs, procedures and plans related to employee workplace issues such as managing conduct, discipline, performance, communications, policies and procedures. Works in close collaboration with other functional areas of human resources as appropriate and may manage programs that include formulating strategies and administering policies, processes, and resources in support of the Sharp enterprise mission.

Required Qualifications

• Bachelor's Degree
• 5 Years years progressive experience in HR/employee relations.

Preferred Qualifications

• Master's Degree
• Juris Doctor (JD)
• 3 Years years of experience in an employee relations capacity in a healthcare setting.
• Prior experience working in a unionized environment.

Essential Functions

• Employee Relations
  Assist Sharp team members and management in resolving various employment-related concerns.
  Provides guidance and advice to department administrators on complex and routine staff employment issues; guides and supports management in resolving conflicts with employees and taking corrective action; and guides leaders through employment related processes such as FMLA, Layoffs, work rules, etc.
  Works closely with supervisors and managers, including entity HR personnel, to ensure proper HR procedures are being practiced.
  Support department leaders and managers’ initiatives to effect change, providing HR oversight to departments engaged in large scale reorganization and/or transformation, including providing assistance with developing action plans for departmental reorganizations.
  In collaboration with Labor Relations, assist departments through the grievance process and other union-related matters, including work stoppages and department transitions as appropriate.
  Effectively coordinate with Sharp representatives, Labor Relations/Legal counsel and union representatives to resolve employee concerns, including very complex matters.
  Assist Sharp entity and enterprise personnel in facilitating interactive-process (IP) meetings in conjunction with Disability Accommodations and Labor Relations personnel.
  Participate in negotiating settlement and separation agreements for employees in conjunction with Labor Relations/Legal.
  Develop creative solutions for assisting employees with transition, typically involving settlement agreements.
  Identify thematic employee relations issues across departments and develop protocols to address collective employee concerns.
  Collaborate with labor relations and legal counsel regarding litigated and non-litigated employee matters; assist internal and external counsel in managing lawsuits.
  Assist Labor Relations and Legal counsel in providing advocacy at adjudication events and potentially serve as a witness (i.e. unfair labor practice hearings, grievance meetings, arbitrations, labor/management meetings, settlement conferences, mediations, and litigation).
  Draft correspondence for leaders in response to grievances, complaints and investigations.
  Participate in ad hoc committees for problem-specific topics.
• Investigations
  Investigate a wide range of employee complaints, often of a complex nature, including but not limited to: harassment allegations, including sexual harassment, hostile work environment, discrimination, HIPAA, workplace behavior; and responsible for interviewing witnesses, reviewing policies/records, providing recommendations for action.
  Conduct independent investigations or assist in conducting investigations regarding patient complaints, sexual harassment, whistleblower allegations, retaliation, etc.
• Policies and Procedures
  Assist in the development of new HR related policies/process protocols and provide guidance to department and unit administrators, managers and staff members on contract and policy interpretation and implementation. Effectively communicate HR policy changes and updates both intra-unit and to the Sharp enterprise.
  Promote consistent application of policies and contracts across the Sharp enterprise.
  Review policies and proposals regarding layoffs, FMLA and near relatives to ensure appropriate and timely actions.
  At the direction of the Employee Relations Director/Manager, create policy/protocol/guidance documents to ensure compliance with policies, contracts, laws, agency requirements.
• Training
  Participate in regular Labor and Employee Relations training to administrators and managers on employee relations topics such as FMLA, corrective action, layoffs, performance appraisals, leaves of absence, disability management, work rules and policies, etc. Assist Labor Relations in training managers/supervisors in latest contract and policy provisions, including orientation to new managers/leaders.
  Work closely with units as needed to provide one on one employee relations training to new supervisor, managers and unit directors.
• Confidentiality
  As part of the regular responsibilities of this position, the incumbent sees confidential documents which are used by Sharp Healthcare, the Sharp enterprise and management personnel in developing positions related to collective bargaining; attends meetings where Sharp Healthcare’s and Sharp enterprise management positions and strategies regarding collective bargaining issues are discussed and gathers data important to the formulation of management positions in collective bargaining.
  Frequently tasked with managing situations presenting unique challenges/problems/opportunities without prior precedent or structure and must exercise confidentiality and discretion in all actions.

Knowledge, Skills, and Abilities

• Normally assigned the most complex matters and requires/receives little direction on assignments and functions with a high degree of autonomy.
• Skilled in writing concise, clear, relevant and persuasive documents, including correspondence, case analyses, investigative reports, and/or settlement agreements.
• Demonstrated presentation skills, i.e., grievance meetings, trainings, panels.
• MS Office suite proficiency.

Sharp HealthCare is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, gender identity, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with disability or any other protected class

Bachelor's Degree; Master's Degree; Juris Doctor (JD)