Executive Director Of Labor Relations And Employee Services

Providence Schools
Full Time $128,921 - $144,706 Per year RI East Providence Human Resource, 145 Taunton Ave, East Providence, RI 02914, United States
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Overview

Reporting to the Chief Talent Officer, the Executive Director of Labor Relations and Employee Services oversees two key teams within the department of Human Resources.  Position oversees a team to support the Chief Talent Officer with day-to-day management of labor relations and employment issues, ensuring District compliance with applicable local, state and federal laws and regulations.  In addition, the position will communicate policy decisions, ensure a high-level of customer service from the team, and set goals and benchmarks with the team. The Executive Director will also communicate regularly with General Counsel and serve as a member of the Human Resources senior leadership team.

***Contingent upon funding***

EDUCATION TRAINING AND EXPERIENCE

  • Bachelor’s degree in labor relations, human resources management, business, or public administration or related field

DESCRIPTION OF DUTIES, RESPONSIBILITIES AND CURRICULAR LINKAGES

Strategic Support and Leadership

  • Provide direct oversight and accountability with the Labor Relations and Employee Services teams, including developing and coaching direct reports

  • Provide guidance and coaching to labor relations and employee services team

  • Sets clear individual and team performance goals aligned to department and district priorities, and effectively lead team towards meeting these goals

  • Utilize human capital data to drive decision-making, including the prioritization of support for high-need schools and shortage areas 

Labor Relations

  • Assists the Chief Talent Officer with day-to-day management of labor relations and employment issues

  • Serves as the lead negotiator for the District 

  • Analyzes negotiated contracts and develops interpretation of intent, spirit, and terms of contract to counsel management in development and application of labor relations policies

  • Prepares, assists and/or conducts various forums relative to employee relations matters including, but not limited to, grievance hearings, and mediations.

  • Interprets labor contracts for administrative staff

  • Coordinates and directs professional standards and employee relations programs and functions, ensuring compliance with applicable local, state and federal laws and regulations

  • Develops and manages confidential procedures for the receipt, handling, investigation and processing of grievances, complaints and allegations in all terms and conditions of employment

  • Oversees the investigations into grievances and non-criminal disciplinary cases; provides guidance and recommendations concerning course of action

  • Provides consultation and advisement to senior administrative staff regarding disciplinary matters and collective bargaining issues

  • Participates and consults in the formulation of policies and procedures to comply with local, state and federal laws and regulatory standards and negotiated agreements

Employee Services

  • Provides overall leadership of a team that is responsible for the day to day oversight of:

    • Substitute Management

    • Leave Management 

    • Employee Information Management

    • Customer Service Call Center

  • Develops strategic goals, provides strong leadership and direction to ensure the Employee Services supports the employment lifecycle and division recruitment and retention goals

  • Research and develop procedures and resource alternatives to improve services and productivity

  • Establish and manage metrics for the team and measure performance

  • Serve as a subject matter expert on HC policies and assist team with questions

  • Conducts customer service delivery assessments, tracks quality data and prepares reports with recommendations for quality and process improvements

  • Provides oversight and supervises the workflow of the Employee Services team to include managing the day to day operations

  • Collaborates with multiple departments (i.e. Information Technology, Payroll, Benefits, etc.) and provides subject matter expertise, feedback and customer service reports to staff to ensure continual improvement and growth in all service delivery areas; instills a climate of continuous process improvement and customer focus

  • Compliance and Employee Information Management: Management and oversight of employee leave policies and procedures, managing and tracking employee attendance, maintaining employee records, coordination of the employee separation process, and supporting confidential employee related processes as needed

  • Employee Customer Service: Providing responsive and superior customer service via walk-in, email, and phone

  • Substitute Management: Management off substitute staffing which includes hiring, placement, and separation

  • Oversees the coordination of all active, terminated and retired employee records; analyzing internal processes and recommends and implements procedural or policy changes to improve operations

  • Develops, maintains, verifies and evaluates existing records and document management systems

  • Ensures the records management strategy and practices are based on and compliant with legal requirements, record keeping best practice and Human Resources  business requirements

  • Keeps management informed on all records management requirements

  • Provides human capital metrics and analytics for respective functional area to senior leadership and superintendents; cabinet

  • Maintains the confidentiality of information to which exposed

  • Performs other duties as assigned

MINIMUM QUALIFICATIONS STANDARDS

  • Five (5) or more years of successful experience in labor and contract negotiations for a large school system or comparable governmental entity

  • Two (2) years of experience in a position requiring investigation of employee relations issues

  • Extensive knowledge of labor and employment laws and regulations. SHRM-certified professional (PHR) or Senior Professional (SPHR) preferred

  • Thorough understanding of human resources principles and practices

  • Experience in grievance procedure arbitration

  • Demonstrated ability to exercise sound judgment and maintain consistency in decisions

  • Demonstrated ability to effectively communicate, both orally and in writing. Must be able to prepare comprehensive reports and represent ideas clearly and concisely

  • Demonstrated ability to build and maintain relationships across diverse groups, including schools, departments, labor unions/associations and community/business partners

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