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Director, Employee and Labor Relations

Employer
American Museum of Natural History
Location
New York, United States
Salary
Salary Not specified
Posted Date
Jul 1, 2022

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Position Type
Administrative, Business & Administrative Affairs, Human Resources Administration
Employment Level
Executive
Employment Type
Full Time
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American Museum Of Natural History

Director, Employee and Labor Relations


The Director, Employee and Labor Relations advises and supports Human Resources and Departmental management teams in the administration of the employee and labor relations policies, collective bargaining agreements and acts as an information resource for such matters. The Director will also train and guide supervisors, managers and staff in labor and employee relations matters.

Responsibilities include, but are not limited to:

Contract and Policy Interpretation:
  • Interprets contracts and agreements and Labor Relations Orders dealing with wages, hours, working conditions and all other matters within the purview of the agreement affecting labor relations, employee relations and personnel management activities.
  • Helps to interpret local and City-wide collective bargaining agreements as well as the intersection between the two for applicability to the Museum employees.
  • Verifies adherence to terms of Museum policies and labor contract by monitoring day-to-day application of the contractual provisions as well as the Fair Labor Standards Act, Labor Management Relations Act, and other Federal, State and NY City legislations.



Contract and Policy Administration:
  • On a monthly basis, prepares, executes and audits HR Action Forms for union increases based on general pay order increases, additions to gross (service increment, longevity differential, and longevity increment) and internal career ladder adjustments.
  • Projects annual salary costs and helps the Budget Department understand the impact of annual general increases, career ladder adjustments and promotions, longevity differentials, service increments, recurring increases to pay as well as NY City and State wage and hour law.
  • Prepares statistical reports of types and frequency of actions taken concerning grievances, arbitration, mediation, and related employee and labor relations activities in order to identify problem areas and address through proactive solutions.
  • Prepares progress reports, develops summaries and reports status of Labor Relations and Employee Relations calendar and departmental patterns, trends and analysis.
  • Maintains ongoing liaison with Union and Union Representatives.

Labor Management Committee Meetings:
  • Chairs regularly scheduled labor management meetings and works with managers, union leaders and federal mediators to resolve workplace issues which are outside of those collectively bargained.
  • Meets with Union representatives and managers to establish agendas for Labor-Management meetings and to discuss and seek resolution of issues.

Contract Negotiations:
  • Reviews all collective bargaining agreements and contributes to contract negotiations. This includes analysis of bargaining issues, researching, drafting, analyzing and costing contract proposals and counterproposals for all local contract negotiations.
  • Manage and maintain historical union files with grievance, arbitration and other confidential materials.
  • Secures all necessary data to conduct labor negotiations.

Issues Resolution and Grievance Management:
  • Responds to issues and concerns employees bring to the Human Resources Department and work with these employees and their managers to resolve concerns in an informal process, where applicable.
  • Investigates and processes formal and informal employee complaints.
  • Manages employee relations matter, including, but not limited to, investigation of complaints, preparing recommendations, advising management on performance management, dispute resolution, compensation, etc.
  • Advises management in investigating, answering and settling grievances at the first step and coordinates the grievance processes for step 2 (committee review) and step 3 (Senior Vice-Presidential review) and works with the General Counsel's Office on 4th (arbitration).
  • Serves as Hearing Officer for grievances and disciplinary hearings handled at the corporate level and represents the corporation when appealed to City Office of Labor Relations and at arbitration hearings.

Non-Represented Staff
  • Provides counsel and coaching to managers and staff addressing employee relations matters.
  • Manages the annual performance management program including notifications to managers and staff, collection and tracking of information and providing after process analyses.



Required Qualifications:
  • A Bachelor’s Degree from an accredited college with a major in Labor Relations, Human Resources Management, Human Capital Management or related field; and, three years of progressively responsible experience in the field of labor relations including, negotiation and administration of agreements of labor relations matters; or an equivalent combination of education, training and experience, knowledge and skills sufficient to indicate ability to perform satisfactorily.





Preferred Qualifications:
  • Knowledge of NY City collective bargaining agreements and NY City Office of Labor Relations Pay Order processing is helpful





To be considered for this position please visit our web site and apply on line at the following link: careers.amnh.org

The American Museum of Natural History is one of the world's preeminent scientific and cultural institutions. Since its founding in 1869, the Museum has advanced its global mission to discover, interpret and disseminate information about human cultures, the natural world and the universe through a wide-ranging program of scientific research, education and exhibition. The Museum is renowned for its exhibitions and scientific collections, which serve as a field guide to the entire planet and present a panorama of the world's cultures.

The American Museum of Natural History is an Equal Opportunity/Affirmative Action Employer. The Museum does not discriminate with respect to employment, or admission or access to Museum facilities, programs or activities on the basis of race, creed, color, religion, age, disability, marital status, partnership status, gender, sex, sexual orientation, gender identity, gender expression, genetic information, pregnancy, alienage or citizenship status, current or former participation in the uniformed services, status as a veteran, or national or ethnic origin, or on account of any other basis prohibited by applicable City, State, or Federal law.


If special accommodations are needed in applying for a position, please call the Office of Human Resources.






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