NYU Langone Health, a world-class, patient-centered, integrated, academic hospital, is one of the nation's premier centers for excellence in clinical care, biomedical research and medical education.
Located in the heart of Manhattan, NYU Langone is composed of four hospitals - Tisch Hospital, its flagship acute care facility; Rusk Rehabilitation; the Hospital for Joint Diseases, one of only five hospitals in the nation dedicated to orthopedics and rheumatology; and Hassenfeld Children's Hospital, a comprehensive pediatric hospital supporting a full array of children's health services across NYU Langone Health - plus the NYU School of Medicine, which since 1841 has trained thousands of physicians and scientists who have helped to shape the course of medical history.
NYU Langone Health's tri-fold mission to serve, teach and discover is achieved 365 days a year through the seamless integration of a culture devoted to excellence in patient care, education and research.
For more information, go to www.NYULMC.org.
Responsible for cultivating positive Employee Relations by assisting in the development and administration of employee relations activities at the Medical Center. Designs, implements and maintains programs to facilitate positive relationships with non-union employees, and unions representing employees at the Medical Center in line with the institutions goals. Works with leadership and department supervisors to cultivate commitment among department staff, in support of its priorities. By understanding issues at the department level, functions as a strategic resource of information and support to department management, to resolve concerns. Engages in activities which ensure that Employee Relations is viewed as a beneficial and accessible resource for all Medical Center leadership and employees.
- Provides advice information,guidance and assistance to Medical Center leadership in the administration of policies and procedures, performance assessment, contract interpretation, disciplinary and grievance issues including corrective action for a large variety of departments at the Medical Center (including those involving high levels of management and are politically or union sensitive).
- Responds to questions and problems regarding policy interpretation and implementation. Investigates the issues raised and gathers all pertinent data before making a recommendation. Interprets the collective bargaining agreement for union employees based on an analysis of each situation, maintaining consistency and taking past practices into consideration. Recommends appropriate performance evaluation or disciplinary action as needed.
- Identifies legally sensitive issues and raise those issues with supervisor and/or legal counsel. Assists other sections of Human Resources in resolving employee relations problems. Provides instruction and advice to department management on proper documentation, investigatory steps and procedures for discipline and termination. Identifies and recommends necessary policy changes to department managers and Medical Center leadership as needed.
- Manages the grievance process for non-union and union staff and facilitates discussions to resolve disputes between management and staff. Prepares department representatives for grievance meetings. Serves as objective advocate or impartial hearing officer in third step grievances initiated by or on behalf of union employees. Reviews and analyzes the facts presented, evaluates testimony of witness, and follows up as necessary prior to making recommendations to departments or writing third step union grievance decisions.
- Makes determinations about which cases should be left to the arbitration process if pursued by the Union. Drafts and implements appropriate agreements when settling grievances. Develops a position/argument for cases in preparation for arbitration. Initiates and extends recommendations, negotiates terms of settlement for grievances in lieu of arbitration. Prepares thorough analysis of arbitrations and third-step non-union grievances specifying the strengths and weaknesses of the positions of both parties.
- Assists Legal Counsel in preparing for and representing the Medical Center at arbitrations and third-party proceedings as required. When appropriate testifies on behalf of the Medical Center in arbitrations, particularly in cases involving procedural disputes/issues and policy/contract interpretation. Contacts departments to notify and explain basis for arbitration decision, and implications for future operational/disciplinary action on the part of management. Initiates follow-up to ensure arbitrator's decision and/or settlement agreement is complied with.
- Investigates charges or complaints, filed with third party agencies. Conducts investigations into allegations contained with the charge. Interviews supervisors, witnesses and others involved parties to assist in preparation of a response to charge. Provides assistance to legal counsel in responding to complaints and third party proceedings, including EEOC, NY State or City Dept of Human Rights Charges, NLRB charges. Represents the Medical Center at conferences, hearings, etc.
- Participates in negotiations with Local 1199 SEIU, Local One Security Officers Union, Local 32B-J SEIU, and or Local 810 Teamsters as required. Identifies and researches potential issues which may arise during negotiations. Analyzes the union's proposal for feasibility of acceptance. Prepares viable counter-proposals as necessary. Consults with other sections within Human Resources to determine the impact the proposed contract terms may have on the Medical Center. Consults with Department Heads to ascertain their priorities and the feasibility of their acceptance.
- Researches, develops, designs and presents training programs/sessions in all areas of Employee Relations. Researches material to develop courses and work with departmental leadership to determine future needs. Ensures Medical Center compliance with federal, state, and local regulations pertaining to Employee Relations. Maintains an awareness of current regulatory requirements, interprets legislation (either new or changes to current) and court decisions on various employee relations issues as they affect the Medical Center on an ongoing basis. Meets with representatives of the various regulatory agencies in order to provide them with requested data and ensure compliance. Reviews decisions and recommendations of regulatory agencies and initiates changes in response to deficiencies or regulatory requirements.
- Maintains current, detailed and accurate information on work output within LaborSoft. Maintains current and accurate information on the status of assigned Grievances and Arbitrations within the Grievance Log. Maintains organized and orderly case files and files them in a timely manner in the HOS/SOM Departmental filing cabinets.
Minimum Qualifications: Bachelor s degree preferably in Human Resources Management or Labor Relations. Minimum five years of progressive experience in Human Resources of which three years should be in Employee & Labor Relations. Effective oral, written communication and interpersonal skills required.
Preferred Qualifications: Master s degree in Human Resources or related fields.
Working Conditions/Physical Demands: Business Office Setting.
NYU Langone Health provides its staff with far more than just a place to work. Rather, we are an institution you can be proud of, an institution where you'll feel good about devoting your time and your talents. And just as our employees invest so much in us, we invest in our employees. We're pleased to have one of the most competitive compensation packages not only among New York's hospitals and healthcare institutions, but within the corporate sector as well.
We begin with exceptional medical, dental, and drug coverage. We enhance this basic coverage with comprehensive wellness programs, and supplement those with retirement investment and benefits plans, and generous paid time off allowances. Add to that a very attractive tuition program, and you'll see just some of the ways that NYU Langone Health demonstrates our commitment to our employees.
NYU Langone Health is an equal opportunity and affirmative action employer committed to diversity and inclusion in all aspects of recruiting and employment. All qualified individuals are encouraged to apply and will receive consideration without regard to race, color, gender, gender identity or expression, sexual orientation, national origin, age, religion, creed, disability, military and veteran status, genetic information or any other factor which cannot lawfully be used as a basis for an employment decision.
We require applications to be completed online.
If you wish to view NYU Langone Health s EEO policies, please click here. Please click here to view the Federal \"EEO is the law\" poster or visit for more information.