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Overview
Labor Relations – Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
CHI Franciscan and Virginia Mason are now united to build the future of patient-centered care across the Pacific Northwest. Our combined system builds upon the scale and expertise of our nearly 300 sites of care, including 11 hospitals and nearly 5,000 physicians and providers. That means a seamlessly connected system offering quality care close to home. From basic health needs to the most complex, highly specialized care, our patients can count on us to meet their needs with convenient access to the region’s most prestigious experts and innovative treatments and technologies.
As a part of our organization, we currently offer the following benefits:
- Competitive starting wages (DOE) and training to grow within the company
- Paid Time Off (PTO)
- Sign on Bonus for experienced ICU RN External Candidates
- Health/Dental/Vision Insurance
- Flexible health spending accounts (FSA)
- Matching 401(k) and 457(b) Retirement Programs
- Tuition Assistance for career growth and development
- Care@Work premium account for additional support with children, pets, dependent adults, and household needs
- Employee Assistance Program (EAP) for you and your family
- Voluntary Protection: Group Accident, Critical Illness, and Identify Theft
- Adoption Assistance
- Wellness Program
Responsibilities
As a strategic partner, the Manager-Human Resources aligns business objectives with employees and management in designated departments, facilities, markets and/or divisions. The Manager-Human Resources serves as an evidence-based consultant to management on Human Resource related issues, including but not limited to employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process and compensation. The Manager-Human Resources will partner with the leadership team to understand and execute the organizations human resource and talent strategy. The Manager-Human Resources will proactively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE) and management. The Manager-Human Resources seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs.
Essential Key Job Responsibilities
Strategic Alignment – Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Health’s Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
Employee Relations – Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.
Labor Relations – Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
Qualifications
Bachelor’s Degree and minimum of 5 years HR or leadership experience OR minimum of 7 years HR or leadership experience in the discipline OR Master’s Degree (With relevant experience; equivalent education and/or experience; experience through certifications.) HR experience should encompass generalist experience or at least 2 or more areas of specialty, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc.
