Human Resources Business Partner Labor Relations - Medxcel

Medxcel is here to lead the transformation of healthcare facilities management by incorporating a new approach to providing services. Created by healthcare, for healthcare, we have a dedicated focus on our people and customers, as well as providing tools, processes, support resources, data analytics and insource strategies that drive results.

As a strategic partner, the HR Business Partner – Labor Relations (HRBP-LR) provides HR and Labor Relations support to leaders and associates within their designated areas, with minimal supervision, on behalf of Medxcel within the assigned working location of Medxcel - Detroit MI. This support will include alignment of business objectives with employees and management in designated business units, complex/sensitive employee relations and investigations, job definition/organizational restructuring, compensation programs, performance management, change management, actively participate in the negotiations of collective bargaining agreements, manage grievance procedures to handle complaints from unionized employees, and advise operational managers on compliance with the collective bargaining agreements.

The HRBP-LR serves as a consultant to management on Human Resource and Labor Relations related issues while assessing and anticipating HR related needs, communicating needs proactively with our HR department and business management seeking to develop integrated solutions.  The HRBP-LR formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.  The HRBP-LR maintains an effective level of business literacy about the business units’ financial position, its mid-range plans, its culture and its competition.

This position will be based in Detroit, MI. 

Human Resources Support:

• Provide consultative support and coaching to people managers, and business leaders in the areas of employee relations, organizational structure, succession planning, employee engagement, performance management, policy application, policy interpretation, and workforce planning.
• Provide consultative support and coaching to associates in effective working relationships, human resource programs, employee relations and policy interpretation.
• Implement HR objectives aligned with business needs across the regions.
• Provide employee relations support through consultation with associates and leaders to facilitate resolutions of concerns, investigate incidents as appropriate, recommend solutions to concerns, ensure consistent application of applicable policies and business practices and maintain supporting documentation as appropriate. This may also include facilitating communication with external investigation agencies or representing the business at unemployment hearings.
• Facilitate Performance Appraisal Cycle including goal development, performance feedback, performance evaluation, introductory performance evaluation and development of individual strategies to promote effective performance.
• Educate and refer associates to the HR Services resources to best resolve general questions regarding benefits, payroll or HR systems.
• Maintain working knowledge of internal HR processes, systems and resources to best support individual, team or business unit human resources needs.
• Collaborate with Talent Acquisition and people managers to identify candidates, interview and on-board new associates and address any compensation issues such as offer questions or equity issues.
• Refine and implement new associate on-boarding programs that effectively orients new associates to Medxcel culture, business objectives, job expectations, HR programs, HR systems and benefits.
• Provide education and clarification to new leaders by facilitating a succinct new leader orientation that encompasses: policies, intranet, timekeeping, payroll, associate transactions, etc.
• Collaborate with business leaders and compensation partner to standardize job descriptions, compensation policies and implement use of standardized job functions and compensation policies across the organization.
• Facilitate annual merit review and promotion cycle.
• Participate in evaluation and monitoring of success of training programs.  Follow-up to ensure training objectives are met.
• Lead the onboarding of new sites and facilities into the Medxcel portfolio by educating incoming associates and leaders of the policies and procedures through in person meetings covering several topics: benefits, timekeeping, payroll, policies, and procedures; and collaborating with HR Services to make sure that incoming associates are entered in the appropriate systems correctly.
• Lead the off-boarding of associates when necessary, either through a reduction in force or the dissolution of a service that is not in the Medxcel scope of work.

Labor Relations Support:

• Provide day to day labor support across the organization.
• Promote a healthy labor-management relationship.
• Compile data on the economic proposals of both unions and management.
• Investigate and evaluate union complaints or arguments to determine viability.
• Investigate, evaluate and handle union employee grievances, unfair labor practices charges and advising on disciplinary actions.
• Schedule or coordinate the details of grievance hearings or other meetings.
• Prepare evidence for disciplinary hearings, including preparing witnesses to testify.
• Provide strategic advice and counsel to business unit leaders, HR professionals and operations managers and corporate stakeholders on labor law, compliance and union contractual obligations, with the support of corporate and line of business legal teams.
• Monitor company or workforce adherence to labor agreements.
• Propose resolutions for collective bargaining or other labor or contract negotiations.
• Assess risk levels associated with collective bargaining strategies.
• Negotiate collective bargaining agreements.
• Advise management on matters related to the administration of contracts or employee discipline or grievance procedures.
• Call or meet with union, company, or other interested parties to discuss labor relations matters, such as contract negotiations or grievances.
• Interpret contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.
• Mediate discussion between employer and employee representatives in attempt to reconcile differences.
• Prepare reports or presentations to communicate employee satisfaction or related data to management.
• Review and approve employee disciplinary actions, such as written reprimands, suspensions, or terminations.
• Review employer practices or employee data to ensure compliance with contracts on matters such as wages, hours, or conditions of employment.

Business Operations Support:

• Build strong working relationships across the organization and with the assigned regional leaders to facilitate alignment of business objectives with human resources programs and solutions to meet strategic goals. This may include regular site visits, business partner meetings, leadership team meetings, VOC updates, VOP meetings, and using available resources and technology to maintain relationships and presence throughout region, even when not able to be physically present.
• Promote associate engagement activities and facilitate communication of associate engagement survey results. Partner with business leaders to develop and implement strategies to improve associate engagement..
• Facilitate change management activities to support the business including coordination of communication, process review and refinements, new manager assimilation, manager and associate training, team building activities, and related post-implementation support.
• Act as liaison with local ministry Occupational Health and Human Resources to facilitate on-boarding health screenings, new hire drug screenings as well as annual screenings and vaccinations to maintain compliance with applicable regulatory requirements.
• Act as a resource between field associates and corporate resource including Marketing, IT, Operations, Communications or other corporate departments.
• Act as a liaison between ministry HR and local business units to resolve inter-company concerns.
• Analyze trends, data and business operations to best collaborate with business leaders to develop effective business strategies to meet operational goals, increase productivity, and maintain employee engagement.
• Partner with business leaders to identify skill sets necessary to meet operational goals and productivity through the addition of positions through the pro-forma process or the restructure of the current associates.
• Partner with business leaders to identify individual and team training and development needs. Collaborate with internal partners to determine if needs can be met with existing tools and resources or if additional resources are needed. If additional resources are needed, research, create and deliver materials to business as appropriate.  Facilitate training or development sessions as appropriate.
• Collaborate with leadership to assess internal talent, develop IDPs, facilitate performance management, assess future needs, and maintain talent pipeline to meet current and future business needs.
• Collaborate the planning, drafting and dissemination of communications regarding business changes, human resources related initiatives and related topics.  May also collaborate on survey development, implementation, data analysis and use of data to support HR programs or businesses.

Leadership:

• Lead and guide people managers in effective strategies to address workforce concerns, plan for business changes and implement effective strategies to meet business goals.
• Champion culture initiatives and activities to ensure individual and team alignment with values and mission of Medxcel, local hospital ministry and Ascension.

Education and Work Experience

• Minimum of 8-10 years of human resources generalist/business partner experience, including the resolution of complex employee relation issues.
• 5+ years of experience in Labor Relations.
• Ability for overnight travel at least 50% of the time.
• BA/BS degree -required.
• PHR/SPHR -preferred.

Knowledge, Skills, and Abilities: 

• Working knowledge of multiple human resource disciplines including compensation practices, recruitment, development, engagement, benefits, organizational diagnosis, employee and union relations, diversity, performance management, federal and state respective employment laws.
• Demonstrated success leading implementation of HR projects and other change initiatives -required.
• Strong written and verbal communication skills, analytical skills and attention to detail -required.
• Multiple site experience.
• Matrix reporting relationship a plus.
• Must be able to work independently.
• Excellent consulting skills.
• Excellent client management and business literacy skills.
• Strong conflict management skills.
• Strong interpersonal and negotiation skills.
• Excellent verbal and written communication skills.
• Develop strong trusting relationships to gain support and achieve results.
• Effectively envision, develop, and implement new strategies to address competitive, complex business issues.
• Manage multiple business units in multiple locations.
• Manage multiple conflicting priorities.
• Be flexible and available to interact with employees at all levels.
• Be self-directed and motivated.
• Take initiative to identify and anticipate client needs and make recommendations for implementation.

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