Senior Labor Relations Business Partner Corporate

Description

Penn Medicine is dedicated to our tripartite mission of providing the highest level of care to patients, conducting innovative research, and educating future leaders in the field of medicine. Working for this leading academic medical center means collaboration with top clinical, technical and business professionals across all disciplines.

Today at Penn Medicine, someone will make a breakthrough. Someone will heal a heart, deliver hopeful news, and give comfort and reassurance. Our employees shape our future each day. Are you living your life's work?

Entity: Corporate Services

Location: Penn Medicine Bala Cynwyd- 2 Bala Plaza

• The Senior Labor Relations Business Partner (SR. LRBP) serves as a senior labor relations professional responsible for providing strategic labor relations consultation and support across assigned Penn Medicine entities. This role partners closely with operational leaders, Human Resources, and the Director of Labor Relations to develop and execute labor relations strategies that promote positive employee relations while minimizing organizational risk.
• The SR. LRBP will serve as the primary point of contact for provision of labor relations operations and administration of collective bargaining agreement(s) to the school of Graduate Medical Education program and other assigned client areas. The incumbent partners closely with the Designated Institutional Officer (DIO), Residency and Fellowship Program leaders, and departmental leadership to provide strategic guidance regarding contract administration, grievance resolution, labor-management partnerships, arbitrations, organizing activity, and complex labor issues unique to the academic healthcare environment.
  
  As the subject matter expert in labor and employment matters, the SR. LRBP advises leaders on matters of Human Resources policy application, applicable collective bargaining agreements, employee performance assessment and improvement and compliance with employment related regulations (EEO, ADA, FMLA, etc.) They will provide guidance and coaching to both staff and managers in day-to-day Human Resources matters and will actively seek resolution to problems.
• When designated, the SR. LRBP may serve as the organization's chief negotiator (Chair One) during collective bargaining negotiations. They also monitor national and regional labor relations developments, emerging legal trends, organizing campaigns, NLRB decisions, and healthcare labor initiatives, to support negotiation efforts and to assess their impact on Penn Medicine and recommend proactive strategies.
• The SR. LRBP will serve as a liaison to the Centers of Excellence and other Human Resources functions services including benefits, disability management, compensation, retirement, etc. The SR. LRBP will report complex or sensitive issues to more senior members of the team or Director of Labor Relations for review and assistance.
• This position requires regular collaboration across multiple Penn Medicine Locations and some travel between decentralized sites.

• Serve as primary labor relations consultant for the provision of LR services to GME and assigned client area(s).
• Advise operational leaders and Human Resources partners on the interpretation and application of collective bargaining agreements, employment policies, and labor and employment laws to ensure consistent, compliant, and effective decision-making.
• Serves as a member of the collective bargaining team and, when assigned, acts as Chief Negotiator (Chair One)
• Leads grievance administration through all contractual steps, including investigation, analysis, meetings, and resolution.
• Monitors national labor relations trends, organizing activity, NLRB decisions, significant arbitration awards, and healthcare labor developments to assess potential impact on Penn Medicine
• In collaboration with Director, develop collective bargaining strategies by collecting information and data to assess cost and policy implications of negotiations and disputes. These may be union proposals, pay scales and wages, benefits, working conditions, and other mitigating circumstances.
• Conducts initial interviews and gathers information on employee relations matters such as harassment allegations, work complaints, or other concerns
• informs appropriate HR staff when additional investigation is required for union covered employees.
• Develop, review, and maintain labor relations documentation, including bargaining proposals, grievance responses, settlement agreements, labor-management communications, policies, procedures, and related reports.
• Lead or participate in labor-management committees, educational sessions, and manager training related to collective bargaining agreements, labor relations practices, and employment policies.
• Resolve operational and labor relations issues by identifying root causes, removing barriers, and implementing practical, business-focused solutions that support organizational objectives.
• Build and maintain…