Senior Manager, Labor Relations

SHIFT:

Seeking Breakthrough Makers

Children's Hospital of Philadelphia (CHOP) offers countless ways to change lives. Our diverse community of more than 20,000 Breakthrough Makers will inspire you to pursue passions, develop expertise, and drive innovation.

At CHOP, your experience is valued; your voice is heard; and your contributions make a difference for patients and families. Join us as we build on our promise to advance pediatric care-and your career.

CHOP's Commitment to Diversity, Equity, and Inclusion

CHOP is committed to building an inclusive culture where employees feel a sense of belonging, connection, and community within their workplace. We are a team dedicated to fostering an environment that allows for all to be their authentic selves. We are focused on attracting, cultivating, and retaining diverse talent who can help us deliver on our mission to be a world leader in the advancement of healthcare for children.

We strongly encourage all candidates of diverse backgrounds and lived experiences to apply.

A Brief Overview
The Senior Manager, Labor Relations plays a pivotal role in fostering positive relationships with union representatives, ensuring the effectiveness and fairness of the grievance process, and proactively developing strategies to maintain a collaborative and union-free workplace. This role requires a deep understanding of labor relations, strong interpersonal skills, and the ability to navigate complex employment scenarios.

What you will do

• Union Relationship Management
• Serve as the primary point of contact for union leadership, maintaining open and constructive communication channels.
• Foster a positive, collaborative relationship with union leaders to support organizational goals and minimize conflicts.
• Act as a trusted advisor to management on union-related matters, ensuring compliance with collective bargaining agreements (CBAs).
• Participates and/or leads committees and work groups charged with implementing enterprise, department and/or client-based improvement initiatives. Provides change management, organizational and operational support to implement business process improvements.
• Actively engaged in HR Department; key contributor to HR Community of practice; participates in committees, project teams and other initiatives in support of HR goals & objectives.
• Facilitates enterprise, HR and client-based communications.
• Partners effectively with HR Centers of Excellence, HR Operations & Support and other functions areas to ensure high-quality service delivery, consult, plan & implement enterprise-wide programs, policies and initiatives.
• Grievance Process Oversight:
• Evaluate the grievance process for efficiency, fairness, and alignment with organizational objectives.
• Collaborate with union representatives and management to resolve grievances in a timely and effective manner
• Develop and implement improvements to the grievance handling process to enhance outcomes and reduce disputes
• Union Avoidance Strategy Development:
• Assess organizational practices and employee engagement to identify areas of vulnerability to unionization efforts.
• Partner with HR Business Partner Leadership to develop a prioritized strategy for interventions.
• Develop and implement proactive strategies and programs to foster a positive work environment and maintain union-free status where applicable.
• Train managers and HR team on best practices for employee relations and union avoidance.
• Compliance and Policy Enforcement:
• Partner with Office of General Counsel to ensure adherence to labor laws, CBAs, and organizational policies in all labor relations activities.
• Stay informed of changes in labor legislation and update policies and practices accordingly.
• Provide regular reports and updates to senior management on labor relations metrics and initiatives.
• Employee Relations and Engagement
• Collaborate with HR and leadership teams to enhance employee satisfaction and engagement.
• Act as a mediator in employee conflicts, ensuring resolutions align with organizational values and legal requirements.

Education Qualifications

• Bachelor's Degree Required
• Master's Degree Human Resources, Labor Relations or similar field of study. Preferred

Experience Qualifications

• At least five (5) years progressive HR/ Labor Relations experience Required and
• At least two (2) years experience in supervisory capacity Required

Skills and Abilities

• Strong business acumen with excellent internal consulting skills; ability to plan, manage and prioritize professional services across a diverse client portfolio. Familiarity with healthcare a plus. (Required proficiency)
• Strong interpersonal skills; must be able to quickly develop rapport, build and manage productive relationships. Advanced conflict management, negotiation skills; ability to communicate effectively at all levels with clarity, discretion and diplomacy. (Required proficiency)
• Strong critical thinking skills; demonstrated ability to synthesize information from multiple sources and differing points of view, exercise sound judgment and decision making. (Required proficiency)
• Strong leadership development, coaching, training, facilitation & presentation skills. Credible from entry-level to executive level across diverse audiences. (Required proficiency)
• HR Generalist with demonstrated knowledge of HR body of knowledge and competencies. (Required proficiency)
• Strong experience utilizing various assessment tools / methodologies and training platforms. (Preferred proficiency)

Licenses and Certifications

• SHRM Certified Professional (SHRM-CP) - Society of Human Resource Management (SHRM) - upon hire - Preferred or
• SHRM Senior Certified Professional (SHRM-SCP) - Society of Human Resource Management (SHRM) - upon hire - Preferred or
• Professional Human Resources (PHR) - HRCI - upon hire - Preferred or
• Senior Professional Human Resources (SPHR) - HRCI - upon hire - Preferred

To carry out its mission, CHOP is committed to supporting the health of our patients, families, workforce, and global community. As a condition of employment, CHOP employees who work in patient care buildings or who have patient facing responsibilities must be fully vaccinated against COVID-19 and receive an annual influenza vaccine. Learn more.

Employees may request exemptions for valid religious and medical reasons. Start dates may be delayed until candidates are immunized or exemption requests are reviewed.

EEO / VEVRAA Federal Contractor | Tobacco Statement