Employee & Labor Relations Engagement Consultant | Full Time | Direct Hire

GENERAL SUMMARY:

The Employee and Labor Relations Engagement Consultant will serve as a frontline coordinator of positive labor and employee relations efforts for Henry Ford Health (HFH). This role focuses on promoting a positive, engaged workplace culture and proactive labor relations to support both unionized and non-union facilities. Key responsibilities include coordinating system-wide training on positive employee relations and strengthening our one-to-one working relationships for leadership and employees(recognizing that positive employee relations is the hallmark of effective leadership and an engaged workforce, as well as delivering enhanced labor relations training for employees and managers at all sites. Working under the direction of the Director of Labor Relations, the coordinator will help ensure fair treatment of employees, pro-active conflict resolution, and compliance with all relevant labor laws and regulations.

PRINCIPLE DUTIES AND RESPONSIBILITIES:

• Frontline Employee & Labor Relations Support: Serve as a HFH enterprise-wide point of contact for supervisors and employees on labor and employee relations issues. Support local HR teams with investigating and assisting workplace conflicts, review and resolution of employee workplace concerns and grievances in a fair and timely manner, escalating complex issues to the Director of Labor Relations as needed.
• Union Relations & Contract Administration: Support labor relations activities at unionized and non-unionized sites by interpreting collective bargaining agreements, advising management on contract provisions, and coordinating grievance and dispute resolution processes. Providing advice and counsel to leadership team members on complex issues involving unions and labor relations. Maintain effective working relationships with union representatives and participate in labormanagement meetings or contract negotiations as required.
  Positive Employee Relations & Labor Relations Training: Coordinate and deliver system-wide training programs focused on fostering positive employee relations and maintaining the positive direct relationship between leadership and employees. Develop training materials and workshops for leaders on topics such as effective communication, employee engagement, and early issue resolution to support our direct one-to-one relationships between leadership and employees through positive workplace practices.
• Enhanced Employee and Labor Relations Training: Implement enhanced employee and labor relations training for employees and managers at both union and nonunion locations. Ensure staff at all levels (front-line employees, supervisors, and senior leaders) receive education on employee and labor relations best practices, company employee and labor relations philosophy, and legal compliance. Training topics may include collective bargaining basics for managers, handling grievances, labor law updates, and strategies that strengthen and promote a collaborative work environment.
• Policy Compliance and Guidance: Provide guidance to management on employee relations, labor relations and employment policies, ensuring consistent application of work rules and corrective procedures across the system. Advise leaders on appropriate actions in accordance with company policies, collective bargaining agreements, and labor laws (e.g. NLRA, FLSA, FMLA, Title VII). Support updates and development of policies as well as employee online handbook provisions to align with current laws and best practices.
• Monitoring Workplace Climate: Continuously monitor the employee relations climate at all HFH facilities by gathering feedback, reviewing metrics (e.g. turnover, exit interviews), and staying attuned to employee concerns. Identify potential issues or morale problems early along with local HR leadership and recommend interventions to maintain a positive work environment.
• Legal Compliance & Consultation: Ensure compliance with all applicable federal and state labor laws and regulations in daily activities. Consult with legal counsel or labor attorneys as needed on matters such as NLRB charges, arbitration cases, or policy changes. Coordinate information requests or documentation for legal proceedings and assist in preparing responses to government agencies or union information requests, ensuring timely and accurate submissions.
• Cross-Functional Collaboration: Act as a liaison between the Labor Relations department and other HR teams (e.g. HR Business Partners, Talent Management, Training) to align employee relations initiatives with broader HR strategies. Work with the HR team to develop programs that improve employee satisfaction and retention, thereby supporting the organization's goal of being an employer of choice.
• Site Visits and Support: Travel to various hospitals and clinics within the Southeastern Michigan region as necessary to provide on-site support. Conduct training sessions, attend employee meetings or investigations, and observe workplace conditions across multiple facilities (union and non-union) to ensure consistent labor relations practices system wide.
• Engagement Survey Action Planning: In close cooperation and in direct partnership and under the leadership of the Organization HR Development and Learning team, responsible for supporting engagement initiatives throughout HFH. This includes assessing areas of engagement challenges and opportunities with the goal of strengthening HFH leadership practice and addressing employee concerns. Recommends solutions to leadership and local HR on engagement deficiencies as well as corrective measures and improvements.