Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advance technology. Capital Health is a five-time Magnet-Recognized health system for nursing excellence and is comprised of 2 hospitals. Capital Health Medical Group is made up of more than 250 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization.  As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

The listed minimum pay reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Minimum Pay:

Position Overview

SUMMARY (Basic Purpose of the Job)

Collaborate and partner with the Human Resource Business Partner team and Capital Health Management in mediating and resolving employee and labor relations issues and conflicts. Will provide consulting and expertise in employee and labor relations on full range of expertise including employee and labor relations issues, collective bargaining agreements, labor contracts, application of contractual rights and responsibilities and strategy development. Ensures that Capital Health’s Just Culture is followed as well as ensuring compliance to State and Federal laws. Facilitates and manages employee coaching, corrective actions, and problem solving procedures. Develops and revises standardized Human Resources policies and procedures as well as monitors Human Resources compliance policies and procedures.

MINIMUM REQUIREMENTS

Education:

Bachelor’s degree in Human Resources or business related field.

Experience:

Five years’ progressive Human Resources experience required. Five years’ employee relations experience required.

Other Credentials:

Knowledge and Skills:

Current, in-depth knowledge of legal requirements related to human resources and employee management, including workers compensation, union relations, and federal and state employment laws. Proficiency using Microsoft Word, Excel and Power Point.

Special Training:

Mental, Behavioral and Emotional Abilities:

Usual Work Day:

8 Hours  

Reporting Relationships

            Does this position formally supervise employees? No

ESSENTIAL FUNCTIONS

• Investigates and resolves employee relations complaints while exercising discretion and sound judgment. Assesses complaints and issues including interpersonal conflicts, policy and procedure violations, sexual harassment, and performance issues.
• Provides consultation and support to the business in matters of interpretation, application, negotiation, and maintaining all labor relations matters.
• Ensure compliance with various state and federal laws and/or agencies throughout various regions and guiding managers to proactively identify and navigate risks.
• Provide consistent labor relations information and advice to HRBPs and management as required and ensure consistency in approach and guidance.
• Assist HRBPs and Capital Health Risk Management team in activities as directed. Provide expert advice and guidance in support of business projects such as due diligence, labor and employee relations, data collection, document collection and archiving, metrics development and collective bargaining agreement administration.
• Assesses and monitors a variety of changing requirements and protocols to keep the organization in compliance. Manages software for metrics and reporting.
• Develops and revises employee policies in conjunction with the policy owners and stakeholders.   
• Reviews and analyzes ADA requests for accommodations and makes recommendations to management.
• Serves on Capital Health’s Exemption Committee to review religious and medical exemption requests for mandatory vaccinations.  
• Acts as liaison to Litigation and Risk Departments for support in employment matters including civil rights and EEOC complaints.
• Evaluates, monitors, and tracks employee coaching sessions, corrective actions, performance action plans, and problem solving procedures in accordance with the “Just Culture” algorithm.
• Resolves grievances and employee relations issues fairly and consistently in adherence to Capital Health policies.
• Advises and makes recommendations to management regarding corrective actions including performance improvement plans, suspensions, and terminations.
• Supports the labor contract negotiating process with necessary information and analysis of proposed contract changes.
• Reviews and advises on unemployment benefit claims with third party administrator when claims are at the appeal and hearing stages.
• Partners with employee health regarding workers compensation claims.
• Ensure legal/labor postings are current at all physical Capital Health locations.
• Facilitates updates of the Employee Handbook so it is in alignment with all current policies.
• Performs other duties as required or assigned.

Offers are contingent upon successful completion of our onboarding process and pre-employment physical.  Capital Health will require all applicants to have an annual flu vaccine prior to start date, with the exception of individuals with medical and religious exemptions.

For benefit eligible roles, in addition to cash compensation, we provide a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, robust PTO plan, overtime to eligible roles, and other benefits, including "elective" benefits employees may select to best fit the needs and personal situations of our diverse workforce.

The pay rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity.  Bonus and/or incentive eligibility are determined by role and level.

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare.  Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.